Leadership Maturity Assessment
As you take this assessment, imagine a trusted friend or advisor asking these questions. Be honest with yourself, even in a hypothetical scenario—your insights will help you gain clarity on your leadership strengths and areas for growth.
Name
First Name
Last Name
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Email
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example@example.com
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Company Name
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When deciding whether to do a task yourself or delegate it to your team, how do you typically prioritize?
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I almost always do it myself because I can do it faster or better.
I occasionally delegate, but only for tasks that are less critical or complex.
I sometimes delegate, but I often check over the work to ensure it’s done correctly.
I often delegate, even for important tasks, and provide support as needed.
I always delegate whenever possible, trusting my team to handle it independently.
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How often do you dedicate focused time each week specifically to strategic planning and long-term vision (beyond immediate tasks and deadlines)?
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Never
Rarely (less than 1 hour per week)
Sometimes (1-2 hours per week)
Often (2-4 hours per week)
Very Often (4+ hours per week)
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How effectively do you filter out distractions and focus your attention on the most important tasks and priorities?
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Not at all effectively. I often feel overwhelmed and scattered.
Somewhat effectively. I manage to focus on important tasks sometimes, but distractions often pull me away.
Moderately effectively. I have some strategies for prioritizing, but I still struggle with distractions occasionally.
Effectively. I have clear systems for prioritizing and generally stay focused on what matters most.
Very effectively. I'm highly disciplined and consistently focus my energy on the most impactful activities.
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Please rate how strongly you agree with each of the following statements regarding awareness and management of your energy levels and overall well-being. Use the scale below for each statement.
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Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I am highly aware of my "energy tank" levels and can recognize when I'm approaching depletion.
I proactively take steps to recharge my energy, even before I feel completely drained.
I prioritize self-care activities (e.g., exercise, healthy diet, adequate sleep) to maintain my well-being.
I set boundaries to protect my time and energy, including saying "no" to requests that might overextend me.
I have a strong support system (e.g., mentors, coaches, trusted colleagues) that helps me manage stress and maintain perspective.
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You’re preparing for a high-stakes meeting with a senior stakeholder from your largest client. The stakeholder is known for being highly critical and has previously ended partnerships over minor missteps. The outcome of this meeting could impact 20% of your company’s revenue. Your team has prepared a presentation, but you’re concerned it might not meet the stakeholder’s expectations. You could redo the presentation yourself, but it would take time away from other strategic priorities. Given the choices below, what would you do?
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I would take over the presentation entirely, redoing it myself to ensure it meets the stakeholder’s standards, even if it means sacrificing sleep and delaying a board report.
I would delegate the presentation to my team but review every slide, rewrite key sections, and require multiple revisions to ensure it’s perfect.
I would delegate the presentation to my team, provide clear guidelines, and schedule a rehearsal to offer feedback and build their confidence.
I would delegate the presentation fully, trusting my team to handle it independently, but I’d check in once or twice to ensure everything is on track.
I would delegate the presentation fully, trusting my team to handle it independently and learn from the experience, even if there’s a risk it might not meet the stakeholder’s expectations.
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Which of the following best describes your typical approach to self-reflection and personal development?
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I rarely engage in formal self-reflection. I learn primarily through experience and feedback from others.
I occasionally reflect on my experiences, but I don't have a structured approach to personal development.
I engage in self-reflection periodically, often triggered by significant events or challenges. I might use tools like journaling or assessments occasionally.
I have a regular practice of self-reflection, using tools and techniques like journaling, assessments (e.g., personality tests), or coaching to gain self-awareness and identify areas for growth.
Self-reflection and personal development are a core part of my leadership practice. I regularly use a variety of tools and techniques to deepen my self-awareness and drive continuous improvement.
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Which of the following best describes your approach to prioritizing tasks and managing your time?
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I tend to react to urgent requests and deadlines as they arise, often putting aside less urgent but strategically important tasks.
I try to balance urgent and important tasks, but I often feel overwhelmed and struggle to make clear distinctions.
I use a combination of methods (e.g., Eisenhower Matrix, time blocking) to categorize tasks by urgency and importance, but I don't always stick to the plan.
I have a well-defined system for prioritizing tasks based on their strategic importance and impact, and I consistently allocate my time accordingly.
I regularly review my priorities and adjust my schedule to ensure I'm focusing on the most impactful activities, even if it means saying "no" to less important requests.
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How effectively do you create a psychologically safe environment where team members feel comfortable sharing dissenting opinions and taking calculated risks?
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Rarely. I often see hesitation to speak up or try new things.
Sometimes. There are moments of openness, but also times when people hold back.
Moderately. I strive to create safety, and it's generally present, but could be improved.
Often. My team feels comfortable sharing ideas and taking risks, even if they fail.
Very Often. Psychological safety is a cornerstone of our team culture, and it's consistently evident.
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How effectively do you manage your emotional responses in challenging or stressful situations?
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Not at all effectively. I often react impulsively and emotionally.
Somewhat effectively. I manage my emotions sometimes, but I can still get overwhelmed.
Moderately effectively. I have some strategies for managing my emotions, but I still struggle occasionally.
Effectively. I generally maintain control of my emotions, even in stressful situations.
Very effectively. I'm highly self-aware and consistently manage my emotional responses in a healthy way.
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You're facing a significant short-term challenge – a sudden drop in sales. However, you also have a crucial long-term project – developing a new product line – that requires your attention. How do you balance these competing priorities?
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I primarily focus on the immediate crisis (drop in sales), putting the long-term project on hold until the situation stabilizes.
I dedicate most of my time to the crisis, but try to allocate some minimal resources to keep the long-term project moving forward.
I try to divide my time equally between addressing the immediate crisis and advancing the long-term project.
I prioritize the long-term project, delegating as much of the crisis management as possible to my team.
I fully prioritize the long-term project, trusting my team to handle the immediate crisis with minimal intervention from me.
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Please rate how strongly you agree with each of the following statements regarding the alignment of your team. Use the scale below for each statement.
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Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
My team has a clear and shared understanding of our goals, priorities, and how each member's work contributes to them.
Communication within the team is open, honest, effective, and respectful.
We have a collaborative culture where team members trust each other, support each other, and work together effectively.
Decisions are made efficiently and with appropriate input, and conflicts are addressed constructively and promptly.
Team members hold each other accountable, provide regular feedback, and understand each other's strengths and working styles.
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Skill 1 Total
1st Interpretation
Developing: You tend to take on most responsibilities yourself, often because you feel it’s the best way to ensure quality and efficiency. However, this approach can lead to stress, inefficiency, and limited team growth. Your challenge isn’t just about having the “right” people—it’s about trusting them to do the work while setting up systems to maintain high standards. Without clear delegation and process-driven quality control, you may find yourself overwhelmed and unable to scale your impact. Strengths: Strong sense of ownership, high commitment to quality. Key Areas to Focus On: Trusting your team’s capabilities, defining clear roles, and implementing structured processes (e.g., QA checks, regular feedback loops) to ensure high standards. Next Step: Start by delegating smaller, low-risk tasks while establishing clear expectations. Focus on process-driven oversight rather than doing the work yourself.
2nd Interpretation
Emerging: You are starting to delegate but may still operate from a place of fear rather than trust. You might feel uneasy about letting go or struggle with the idea that some tasks don’t need to be done perfectly. While you recognize the importance of enabling others, you may prioritize control over efficiency. Learning to identify what truly requires your attention versus what is “good enough” will be key to your development. Strengths: Awareness of delegation’s importance, willingness to empower others. Key Areas to Focus On: Moving from perfectionism to prioritization—determining where your involvement adds the most value versus where you can step back. Next Step: Practice setting clear expectations and success criteria upfront, then trust your team to execute. Use structured check-ins rather than taking work back into your own hands.
3rd Interpretation
Proficient to Mastery: You delegate effectively, balancing trust and oversight based on the strengths and needs of each team member. You recognize that leadership isn’t about doing everything yourself—it’s about coaching others to develop decision-making skills. You’ve built transparent decision-making systems that empower your team while ensuring accountability. Strengths: Deep understanding of your team’s capabilities, ability to adjust leadership style to different individuals, fostering a culture of ownership and initiative. Key Areas to Focus On: Refining leadership as a coaching skill, ensuring decision-making frameworks are visible and transparent across the organization. Next Step: Mentor emerging leaders within your team, helping them develop their own delegation skills. Strengthen your organization’s systems so accountability and decision-making are embedded at all levels.
1 Interpretation ranges
Skill 2 Total
1st Interpretation
Developing: Your team may struggle with alignment, psychological safety, and trust. Unclear expectations and inconsistent communication create confusion, leading to hesitation, slow decision-making, and disempowerment. When roles and responsibilities are unclear, team members often default to waiting for direction instead of taking initiative. This limits efficiency, weakens collaboration, and prevents true accountability. 1. Strengths: You recognize the need for a stronger team culture and are beginning to assess your leadership approach. 2. Key Areas to Focus On: Creating clear expectations, improving communication flow, and building psychological safety so that team members feel empowered to contribute. 3. Next Step: Ask for direct feedback from your team to uncover leadership blind spots. Establish structured check-ins to provide clarity, alignment, and shared accountability.
2nd Interpretation
Emerging: Your team is building trust and alignment, but interpersonal relationships and understanding individual working styles still need development. There may be inconsistencies in trust and collaboration, where some team members feel safe to express themselves while others hold back. You’re beginning to foster psychological safety, but maintaining it requires modeling vulnerability and setting clear expectations for peer accountability. 1. Strengths: You are making intentional efforts to improve trust, communication, and team cohesion. 2. Key Areas to Focus On: Strengthening peer feedback processes and ensuring that team members feel seen and valued by learning about their goals, strengths, and working styles. 3. Next Step: Create intentional spaces for open dialogue and one-on-one conversations to deepen relationships and build trust beyond surface-level interactions.
3rd Interpretation
Proficient to Mastery: You have cultivated a highly resilient team culture that remains strong even in the face of major transitions, such as growth, restructuring, or layoffs. Your leadership is defined by self-awareness, stress management, and the ability to empower your leadership team during times of uncertainty. You know when to step up and when to rely on your team, ensuring that the organisation remains stable without burning yourself out. 1. Strengths: You create stability and resilience, even in times of change. Your team trusts the process because they trust you. 2. Key Areas to Focus On: Maintaining personal sustainability as a leader while continuing to develop your leadership team’s ability to carry culture forward during transitions. 3. Next Step: Ensure that your leadership team is equipped to uphold culture and alignment so that resilience extends beyond you. Prioritize self-care and strategic delegation to sustain long-term impact.
2 Interpretation ranges
Skill 3 Total
1st Interpretation
Developing: You tend to prioritize immediate tasks and firefighting, often at the expense of long-term planning. This reactive approach prevents meaningful progress on strategic initiatives and limits your ability to make impactful "big bets" that could transform your organization. Strengths: You are responsive to immediate needs and can effectively address urgent issues that arise. Key Areas to Focus On: Shifting from a reactive to a proactive mindset, creating space for strategic thinking, and recognizing how constant firefighting drains energy and attention from high-impact work. Next Step: Implement the Eisenhower Matrix (urgent vs. important) as a simple framework to begin prioritizing tasks and carve out dedicated time each week for strategic thinking, even if it's just 30 minutes to start.
2nd Interpretation
Emerging: You are beginning to balance short-term demands with longer-term thinking, but may still struggle with decision fatigue when choosing between immediate fires and strategic priorities. You recognize the importance of strategic planning but haven't fully integrated it into your regular routine. Strengths: You are developing awareness of the need to balance immediate execution with future planning and are making efforts to incorporate strategic thinking. Key Areas to Focus On: Creating systematic decision-making processes, strengthening your delegation skills to free up time for strategic work, and establishing clearer long-term goals. Next Step: Implement a structured goal-setting approach like OKRs (Objectives and Key Results) to maintain focus on strategic priorities, and formalize your decision-making framework to reduce fatigue and maintain consistency.
3rd Interpretation
Proficient to Mastery: You effectively balance short-term execution with long-term vision, demonstrating an ability to anticipate industry shifts and market changes before they happen. Your calendar reflects your priorities, with dedicated time for deep thinking and strategic planning alongside operational needs. Strengths: You create the spaciousness needed for expansive awareness and foresight, allowing you to see connections and opportunities others might miss. Key Areas to Focus On: Developing strategic capabilities in your leadership team, maintaining agility in your long-term plans, and balancing different time horizons in your strategic thinking. Next Step: Ensure your leadership team has the vision and strategic abilities needed to support long-term thinking. Integrate practices that balance long-term vision with adaptability, recognizing that even the best strategies require iteration in rapidly changing environments.
3rd Interpretation ranges
How often do you actively seek feedback from trusted sources (e.g., colleagues, mentors, advisors) about your leadership strengths and blind spots?
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Never
Rarely (less than once a quarter)
Occasionally (quarterly or semi-annually)
Regularly (monthly or more frequently)
Very Regularly (multiple times per month)
Skill 4th Total
1st Interpretation
Developing: You engage in limited self-reflection and rarely seek feedback from others. This lack of self-awareness may lead to decision-making based on unconscious biases and habitual patterns rather than conscious choice. You may excel in areas of natural strength but struggle to recognize or address development areas. Strengths: You have confidence in your abilities and approach, which can provide stability and decisiveness in leadership. Key Areas to Focus On: Creating structured opportunities for feedback and reflection to uncover blind spots, and developing greater openness to perspectives that challenge your self-perception. Next Step: Schedule regular check-ins with a trusted colleague or mentor specifically focused on receiving candid feedback about your leadership approach. Begin a simple reflection practice, even just 10 minutes weekly, to consider your decisions and their impacts.
2nd Interpretation
Emerging: You recognize the value of self-awareness and occasionally engage in reflection or seek feedback, but your approach may be inconsistent or reactive rather than systematic. You're beginning to identify patterns in your leadership style but may still have blind spots that limit your effectiveness. Strengths: You are open to growth and demonstrate willingness to examine your leadership approach when prompted by circumstances or feedback. Key Areas to Focus On: Systematizing your approach to self-reflection and feedback-seeking, balancing external input with internal reflection, and moving from reactive to proactive self-awareness. Next Step: Implement a regular self-reflection practice using structured tools (journaling, assessments, or coaching conversations) and create a feedback system that provides insights from different perspectives in your organization.
3rd Interpretation
Proficient to Mastery: You demonstrate deep self-awareness, regularly engaging in meaningful reflection and actively seeking diverse feedback. Your decisions stem from conscious choice rather than unconscious bias or fear, allowing you to lead with authenticity and emotional intelligence. This awareness extends to understanding how your leadership style impacts those around you. Strengths: Your high self-awareness enables you to make more balanced decisions, adapt your approach to different situations, and create psychological safety that enhances team performance. Key Areas to Focus On: Using your self-awareness to develop others, modeling vulnerability that encourages organizational growth, and continuously refining your emotional intelligence. Next Step: Mentor others in developing self-awareness, share your reflection practices with your leadership team, and explore advanced feedback methods that can reveal deeper insights about your leadership impact across the organization.
4th Interpretation ranges
Skill 5th Total
1st Interpretation
Developing: You often find yourself busy rather than productive, struggling to distinguish between high-impact work and urgent distractions. Your attention tends to be drawn to the loudest, flashiest, or most painful issues, keeping you in reactive mode rather than focused on strategic priorities. Strengths: You respond quickly to emerging issues and have a strong sense of responsibility toward immediate needs. Key Areas to Focus On: Developing clarity about what truly matters versus what merely seems urgent, creating systems to protect your focus, and recognizing the difference between motion and progress. Next Step: Implement a simple prioritization framework that forces you to evaluate tasks based on strategic importance, not just urgency. Begin tracking where your time actually goes for a week to identify patterns and misalignments.
2nd Interpretation
Emerging: You have developed some approaches to prioritization and focus, but may struggle with consistency in applying them. You recognize the importance of strategic work but sometimes get pulled into reactive mode, especially during high-pressure periods. Strengths: You're aware of the need to manage your attention deliberately and have begun experimenting with systems that work for your thinking style. Key Areas to Focus On: Developing personalized energy management techniques alongside time management, recognizing your unique cognitive patterns, and building stronger boundaries around your focus time. Next Step: Experiment with different approaches to managing both your time and energy—such as time blocking, focus intervals, or environment design—to discover what uniquely works for your brain and nervous system.
3rd Interpretation
Proficient to Mastery: You consistently distinguish between signal and noise, focusing your energy on truly important work rather than merely urgent distractions. Your approach to time and attention creates a sense of spaciousness and clarity, allowing you to make high-quality decisions and maintain strategic perspective. Strengths: You've developed personalized systems that work with your natural thinking patterns, enabling you to consistently prioritize high-impact activities while maintaining your energy. Key Areas to Focus On: Extending your focus management approach to create clarity for your entire team, modeling sustainable productivity, and helping others develop their own effective systems. Next Step: Create structural elements in your team's workflow that reinforce focus on strategic priorities. This might include communication protocols, meeting structures, or decision frameworks that help everyone distinguish signal from noise.
5th Interpretation ranges
Skill 6th Total
1st Interpretation
Developing: You often struggle to regulate your emotional responses in challenging situations. When under pressure, you may react impulsively rather than responding thoughtfully, which can damage relationships with team members, peers, and stakeholders. Your awareness of personal energy levels may be limited, causing you to push through exhaustion rather than recognizing when recovery is needed. Strengths: Your passionate commitment to outcomes demonstrates deep care for your work and its impact. Key Areas to Focus On: Developing greater self-awareness of emotional triggers, creating space between stimulus and response, and recognizing how your emotional reactions affect others around you. Next Step: Start by identifying situations that consistently trigger emotional reactions. Practice a simple pause technique (like taking a deep breath) before responding in these situations. Consider seeking feedback from trusted colleagues about how your emotional responses impact team dynamics.
2nd Interpretation
Emerging: You have developed some awareness of your emotional responses and energy management needs, but application remains inconsistent. In familiar situations, you maintain composure well, but under novel or intense pressure, you may still revert to reactive patterns. This inconsistency makes it difficult to progress to higher levels of emotional mastery, potentially leaving you stuck at this intermediate stage. Strengths: You recognize the importance of emotional regulation and have begun implementing strategies that work for you in many contexts. Key Areas to Focus On: Building consistency across all situations, especially high-stakes ones. Developing more sophisticated recovery practices and establishing clearer personal boundaries. Next Step: Create a personal "emotional regulation toolkit" with specific strategies for different challenging situations. Practice these strategies consistently, even when it feels unnecessary, to build the neural pathways needed for high-pressure moments.
3rd Interpretation
Proficient to Mastery You demonstrate strong emotional regulation, maintaining thoughtful responses even in high-pressure situations. You're highly attuned to your energy levels and proactively manage them before depletion occurs. Beyond personal practice, your approach to emotional resilience has become part of your leadership signature, creating psychological safety for your team to develop their own emotional intelligence. Strengths: Your consistent emotional regulation builds trust and psychological safety. Your ability to model vulnerability while maintaining appropriate boundaries shows others that emotions can be acknowledged without being disruptive. Key Areas to Focus On: Teaching and mentoring others in emotional regulation practices. Creating systems and cultural norms that support emotional intelligence throughout your organization. Next Step: Vulnerably share your emotional regulation journey with your team, including specific practices that have helped you. Incorporate discussions about emotional intelligence into team development and consider how organizational policies might better support collective resilience.
6th Interpretation ranges
Total for all 6skills
Developing: 12 - 22
Developing Leader : You are in the early stages of your leadership journey, with significant room for growth in key areas. You tend to take on too much responsibility, often believing tasks will be completed faster or better by doing them yourself. Your focus is primarily on immediate challenges rather than long-term strategy, and you may struggle to create psychological safety for your team. While your commitment to outcomes is strong, your approach to delegation, team culture, and emotional regulation may be limiting both your impact and your team's development. Team members look to you for specific direction rather than feeling empowered to drive initiatives forward.
Emerging: 23 - 35
Emerging Leader: You have established solid leadership foundations but struggle with consistency across different dimensions. You recognize the importance of delegation but may still closely monitor work or intervene too quickly. Your strategic thinking is developing, but you often find yourself torn between immediate demands and long-term vision. You're building team alignment and psychological safety, though trust and communication may still be inconsistent. You've begun developing emotional awareness and resilience practices, but under pressure, you may revert to reactive patterns. Your leadership shows promise, with clear strengths to leverage as you continue your development.
Proficient: 36 - 49
Proficient Leader: You demonstrate strong leadership skills, effectively balancing delegation, team culture, strategic thinking, and self-awareness. You trust your team with meaningful responsibilities while providing appropriate support and guidance. You've created an environment where psychological safety thrives, enabling open communication and constructive feedback. Your approach to strategic planning is disciplined and consistent, though you may occasionally get pulled into operational details. Your emotional regulation remains steady even in challenging situations, allowing you to respond thoughtfully rather than reactively. Your team sees you as a reliable, composed leader who empowers them to take ownership and grow.
Mastery: 50 - 60
Mastery-Level Leader: You operate at an exceptional level of leadership effectiveness, integrating all leadership dimensions with clarity and confidence. You delegate strategically, trusting your team while developing their capabilities. You've cultivated a resilient team culture where trust, accountability, and collaboration are foundational. Your strategic thinking balances immediate needs with long-term vision, anticipating challenges before they arise. Your emotional regulation and energy management are exemplary, setting the tone for sustainable high performance. Your leadership extends beyond personal effectiveness to create systems and practices that foster organizational resilience and growth. You focus your energy on the most impactful areas, inspiring others through both your vision and your presence.
Final Totals for all six
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