The Leadership Readiness Diagnostic is a transient analysis tool. When you submit your responses, they are processed to generate your personalized report. We do not retain your inputs after the report is generated.
By using this assessment, you acknowledge that:
You have a legitimate business interest in evaluating the leader(s) you are assessing.
You are responsible for the accuracy of the information you provide and for any decisions you make based on the report.
The report is generated as a strategic planning and leadership development tool. It is one input among many in your leadership decisions and is not a substitute for professional HR, legal, coaching, or medical advice.
You will manage the resulting report in accordance with your organization’s confidentiality and data-handling practices.
To minimize data exposure, we recommend entering first names or initials rather than full names when identifying the leader being assessed. No data is shared with third parties beyond what is required to generate your report.
This instrument is protected by copyright. Unauthorized reproduction, distribution, or resale is strictly prohibited.
Questions or concerns: Dale@ScalingUpCalifornia.com
A Coaching Diagnostic for the Leaders You're Developing
"The highest return on investment any company makes is in its leaders. Are you investing in yours?"
123Exec Coach • Dale Robinette
How this works
Use this tool to assess one specific person who reports to you, a manager, director/VP, or C-suite leader on your team. You'll answer around 39 scored questions (15 to 20 minutes) about how they're operating today. At the end you'll receive a coaching plan showing exactly where to focus their development, with recommended books, programs, and behavior shifts to work on together.
This is a tool to help you coach them, it is not a self-assessment, and not a team-wide review.
How to use these results
These results show where this person is operating today, measured against the level their title calls for. Read them as a development map, not a verdict on the person.
Start with the Operating Level versus Title Level summary, since it frames everything else. Then focus on the lowest-scoring competencies first, because that is where coaching moves the needle fastest. A low score in a single competency is an individual coaching conversation. A pattern of low scores across related areas points to a larger development priority worth a dedicated plan.
Take the Development Roadmap into your next 1:1. Choose one or two items to begin with, not all of them, and use the suggested opening line to start the conversation. Then revisit this diagnostic in a quarter or two to see what has moved.
This is a coaching tool. The decision about how to invest in this person belongs to you and your leadership, who can weigh context this assessment cannot see.
Step 1: Select Their Leadership Level
Pick the level the person you're assessing is operating at. The questions will calibrate to the standard for that level.
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Manager
Front-line and mid-level managers. Leading individual contributors or small teams.
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Director / VP
Leading managers and functions. Responsible for cross-team outcomes and functional strategy.
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C-Suite
Enterprise-level leaders. Fiduciaries of the organization accountable to the board and stakeholders.
About the Person You're Assessing
Used only to save this assessment to your dashboard so you can track this person over time. The report is private to you and is not sent to them. Leave blank if you prefer.
About the Organization
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Before you begin
Estimated time: 15 to 20 minutes for a thoughtful response.
AI-powered analysis: Your responses will be analyzed by AI to generate a personalized insight report at the end. The richness of your report depends directly on the quality of your written comments: aim for 1 to 2 specific sentences per question rather than one-word answers.
If a question doesn’t apply to this leader’s role or industry, note that in the comments. The AI report will factor it in.
Important Disclaimer, Please Read Before Use
This instrument is intended solely as a strategic planning and leadership development tool. It is not a performance review, a termination basis, or a legally binding assessment. Scores should not be used as the sole basis for any employment decision. Apply consistently across similarly situated roles without regard to any protected characteristic. Consult qualified HR and legal counsel before taking employment action informed by this instrument.
Generate an AI-powered analysis that reads your ratings alongside your comments, surfaces patterns and contradictions, and identifies the one question you most need to sit with.