Leadership Competency Assessment

How Strong Is Your Leadership?

32 questions across 8 leadership competencies. Answer honestly based on how you actually show up — not how you aspire to. Your profile takes about 8 minutes and delivers a personalized development roadmap.

Collaboration Communication Decision Making Feedback Negotiation Performance Mgmt Problem Solving Change Management

Free Assessment

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Enter your name and email to access the assessment. Rate each statement based on how you actually show up as a leader today. Honest answers produce the most useful results.

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Rating Scale: 1 = Strongly Disagree | 2 = Disagree | 3 = Neutral | 4 = Agree | 5 = Strongly Agree

CollaborationWorking effectively with others

Question 1 of 32

I actively seek input from others before making decisions that affect the team.

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Question 2 of 32

I create conditions where team members can contribute their best work and feel genuinely valued.

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Question 3 of 32

I address conflict on my team directly and constructively rather than avoiding it or letting it linger.

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Question 4 of 32

I build relationships across functions and levels, not just within my immediate team.

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CommunicationConveying ideas clearly and listening actively

Question 5 of 32

I communicate complex ideas in ways that are clear and easy to understand for different audiences.

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Question 6 of 32

I listen to understand, not just to respond — I give people my full attention when they are speaking.

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Question 7 of 32

I tailor my communication style depending on who I am speaking with and what they need to hear.

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Question 8 of 32

I keep my team informed about decisions, changes, and context that affects their work.

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Decision MakingMaking timely, well-reasoned choices

Question 9 of 32

I make decisions in a timely manner, even when I do not have all the information I would like.

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Question 10 of 32

I consider the short and long-term implications of my decisions before committing to a course of action.

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Question 11 of 32

When I make a poor decision, I acknowledge it quickly and adjust course without being defensive.

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Question 12 of 32

I involve the right people in decisions at the right level — not too many, not too few.

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FeedbackGiving and receiving constructive input

Question 13 of 32

I give feedback regularly, not just during formal review cycles.

Strongly DisagreeStrongly Agree

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Question 14 of 32

When I give feedback, it is specific, timely, and focused on behavior rather than personality.

Strongly DisagreeStrongly Agree

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Question 15 of 32

I actively seek feedback on my own leadership and take it seriously when I receive it.

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Question 16 of 32

I create an environment where people feel safe giving me honest feedback, including critical feedback.

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NegotiationFinding mutually beneficial solutions

Question 17 of 32

I approach disagreements with curiosity rather than the intent to win the argument.

Strongly DisagreeStrongly Agree

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Question 18 of 32

I can advocate for my position firmly while remaining genuinely open to changing my view.

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Question 19 of 32

I look for solutions that work for all parties, not just outcomes that benefit my team or function.

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Question 20 of 32

I understand what the other party cares about most before I make my case or propose a solution.

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Performance ManagementDriving results and accountability

Question 21 of 32

I set clear expectations with my team about what success looks like and how performance will be measured.

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Question 22 of 32

I address underperformance promptly rather than avoiding the conversation and hoping it improves.

Strongly DisagreeStrongly Agree

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Question 23 of 32

I recognize and celebrate strong performance in ways that feel meaningful to the individual.

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Question 24 of 32

I hold myself to the same standards of accountability that I hold my team to.

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Problem SolvingAnalyzing issues and developing solutions

Question 25 of 32

When a problem arises, I diagnose the root cause before jumping to a solution.

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Question 26 of 32

I bring a structured, analytical approach to complex problems without losing sight of the human dimension.

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Question 27 of 32

I involve the right people in solving problems and leverage their expertise rather than solving everything myself.

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Question 28 of 32

I learn from problems and put systemic fixes in place rather than treating every issue as one-off.

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Change ManagementLeading change and helping others adapt

Question 29 of 32

I communicate the rationale behind change clearly enough that people can get behind it, not just comply with it.

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Question 30 of 32

I acknowledge and address the emotional side of change, not just the operational side.

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Question 31 of 32

I model adaptability and maintain my own equilibrium when things are uncertain or ambiguous.

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Question 32 of 32

I build change capability in my team over time, not just manage change when it arrives.

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Your personalized profile is generated in real time based on your ratings.

Building your leadership profile...

Analyzing your ratings across all 8 competencies.