Calculator Inputs
Rate each area from 1 (needs work) to 5 (excellent). Add experience signals for a more complete view.
Example Data Table
Sample profiles show how different strengths change outcomes.
| Profile | Competency Avg (1–5) | Years Leading | Training Hours | 360 Feedback | Scope | Estimated Score | Level |
|---|---|---|---|---|---|---|---|
| High performer, early leader | 4.2 | 2 | 18 | 7.8 | Team | 73.6 | Ready Soon |
| Strong coach, needs strategy | 3.6 | 4 | 22 | 7.2 | Team | 66.1 | Emerging |
| Senior scope, influence gap | 3.9 | 8 | 35 | 6.4 | Cross-functional | 70.4 | Ready Soon |
Why readiness scoring matters
Moving into management changes how success is measured: influence, leverage, and team outcomes begin to outweigh individual execution. A readiness score gives you a practical snapshot of capability across leadership, communication, coaching, and decision-making. In many organizations, first-time managers experience a performance dip in the first 90 days; a quantified baseline helps you prepare, target learning, and avoid avoidable mistakes that hurt teams.
What the score captures
This calculator combines ten competency ratings with experience signals to produce a 0–100 score. Competencies are weighted to reflect common promotion criteria: strategic thinking and coaching carry more influence than narrow process tasks. Experience inputs add context: leadership years reward repeated practice, training hours reflect deliberate development, and 360 feedback provides an external signal of trust and collaboration. Together, they reduce the risk of overestimating readiness from a single strength.
Interpreting levels with targets
Scores below 55 indicate developing fundamentals and benefit most from mentorship, delegation practice, and feedback routines. A 55–69 score suggests emerging readiness: you can lead small initiatives, but should strengthen influence and coaching consistency. A 70–84 score signals ready soon, aligned with owning a team or cross-team project. Scores 85+ reflect strong readiness for broader scope, assuming role expectations and organizational complexity are aligned.
Using results to plan development
Treat your lowest three competencies as your focus areas for the next four to eight weeks. Create one measurable habit per gap: weekly 1:1 agendas for coaching, a stakeholder update template for influence, or a decision log to improve judgment. Re-score after each feedback cycle and track whether changes move the base score, not just the bonus. The most reliable progress comes from repeating small behaviors that improve team outcomes.
Tracking progress over time
Export results monthly and compare trends across quarters. If your score rises but confidence remains low, collect more external feedback. If confidence rises without score improvement, increase stretch work that tests decision-making and conflict navigation. When preparing for promotion, share the exported report with your manager and align on two outcomes: business impact and people impact. A clear plan, repeated evidence, and visible learning velocity are powerful indicators of managerial readiness.
Formula Used
- Normalize ratings: each competency rating (1–5) becomes (rating−1)/4, producing a 0–1 scale.
- Weighted base score: multiply each normalized score by its weight, then scale to 0–100.
- Experience bonus (max 10): add capped bonuses for years leading (max 5), training hours (max 3), and 360 feedback (max 7), capped at 10.
- Scope adjustment: small factor accounts for role scope difficulty (from +0.25 to −1.0).
- Final score: final = clamp(base×0.90 + bonus + scopeFactor, 0, 100).
How to Use This Calculator
- Rate each competency honestly using evidence from recent work.
- Add experience signals: leadership years, training hours, and feedback score.
- Choose target role scope to match your next-step ambition.
- Press Submit to show results above the form.
- Export your outcome as CSV or PDF to track progress.
- Recalculate monthly after feedback or new responsibilities.
FAQs
1) What is a good Manager Readiness Score?
A score above 70 usually indicates you can take on a first management role soon, if expectations match scope and support is available.
2) How often should I recalculate?
Recalculate monthly or after major feedback events, new responsibilities, or training milestones to keep your baseline consistent.
3) Can individual contributors use this?
Yes. Rate current behaviors, then use the lowest areas to choose projects that build influence, coaching, and decision-making experience.
4) Why include 360 feedback?
Management depends on trust and collaboration. Multi-rater feedback provides an external signal that balances self-assessment bias.
5) Does training automatically raise readiness?
Training helps, but behavior change matters most. Use training to define habits, then apply them in real work and gather feedback.
6) How should I use the export files?
Save monthly exports, note context, and review trends. Share summaries with mentors to align on growth priorities and promotion timing.