TWO CHAIRS | ONE MISSION First Chair Assessment

  • TWO CHAIRS | ONE MISSION

    FIRST CHAIR ASSESSMENT

  • This tool will help you as a First Chair assess the clarity, trust, and alignment between you and your Second Chair. It’s not a scorecard; it’s a clarity driver. Rate each statement honestly. Your answers are private unless you choose to share them.

    TOPICS:

    Clarity of Role & Expectations

    Trust & Relational Alignment

    Alignment to Mission & Strategy

    Leadership Capacity & Development

    Shared Language & Ownership

    Second Chair Pulse

    First Chair Pulse

  • Format: (000) 000-0000.

  • Clarity of Role & Expectations

  • My Second Chair has a clear understanding of what "success" looks like in their current role.*
  • We’ve defined which decisions they own, which ones we co-own, and which ones I reserve.*
  • My Second Chair regularly brings clarity to complex or ambiguous situations.*
  • I believe my Second Chair knows what I need from them most.*
  • We have clear schedules for strategic check-ins, not just operational updates.*

  • Trust & Relational Alignment

  • I trust my Second Chair to represent our shared values, even when I’m not in the room.*
  • We can disagree in private and still show unity in public.*
  • I feel like my Second Chair tells me the truth, even when it’s hard to hear.*
  • My Second Chair protects my role by “being the bad guy” when needed.*
  • I would describe our relationship as “high-trust, low-politics.”*

  • Alignment to Mission & Strategy

  • My Second Chair understands and champions our long-term vision.*
  • They help the team stay aligned with our mission when we drift.*
  • I trust my Second Chair to lead up, down, and across the organization with unity.*
  • They bring me perspective from the team without pushing personal agendas.*
  • My Second Chair thinks strategically and helps connect vision to systems.*

  • Leadership Capacity & Development

  • My Second Chair leads with presence, not just position.*
  • They are developing other leaders and multiplying their influence.*
  • They are emotionally resilient and able to carry weight without burning out.*
  • They are committed to growth and actively seek feedback.*
  • I see them as someone who could lead at a higher level if needed.*

  • Shared Language & Ownership

  • We speak a shared language when talking about our people, culture, and direction.*
  • I rarely feel like I have to translate my thinking for my Second Chair.*
  • I recognize my leadership voice in how my Second Chair communicates.*
  • I feel like we’re carrying the mission together, not just running in parallel.*
  • I trust my Second Chair to steward not just the what, but the why.*

  • Second Chair Pulse

  • Am I hesitant to give feedback because I’m unsure how it will be received?*
  • Have we been having the same conversations without meaningful change?*
  • Do I avoid giving more leadership because I’m unsure it will be carried out effectively?*
  • Is our staff feeling the tension in this relationship?*
  • Do I struggle knowing how to support the development of my Second Chair?*

  • First Chair Pulse

  • Have I failed to clearly define what success looks like for my Second Chair?*
  • Have I avoided giving feedback because I am unsure how it will be received by my Second Chair?*
  • Do I hesitate to allow disagreements with my Second Chair, even in private?*
  • Have I assumed trust exists with my Second Chair without actively building it?*
  • Have I been passive or inconsistent leading this relationship?*

  • RESULTS

    FIRST CHAIR ASSESSMENT

  • Clarity of Role & Expectations

  • HIGH CLARITY

    Clarity is strong. Consider handing off more responsibility.

  • MODERATE CLARITY

    Some things may be assumed, not said. Time for a conversation.

  • LOW CLARITY

    Misalignment is likely. Define success before expecting it.

  • Trust & Relational Alignment

  • HIGH TRUST 

    Trust is strong. Keeping backing each other in public and private.

  • MODERATE TRUST 

    There is tension under the surface. Invite honest feedback.

  • LOW TRUST 

    Unity is fragile. Plan a reset conversation.

  • Alignment to Mission & Strategy

  • HIGH ALIGNMENT

    You're aligned. Invite your Second Chair to speak into big picture planning.

  • MODERATE ALIGNMENT

    Some drift is normal. Revisit the 'why' behind the plans.

  • LOW ALIGNMENT

    They may not know the vision, or feel left out of it.

  • Leadership Capacity & Development

  • HIGH CAPACITY

    They are growing. Give them space to lead others.

  • MODERATE CAPACITY

    They may be hitting a ceiling. Check in before assuming.

  • LOW CAPACITY

    This role may be too heavy without support or clarity. 

  • Shared Language & Ownership

  • HIGH OWNERSHIP

    You are speaking the same language. Keep reinforcing it.

  • MODERATE OWNERSHIP

    Your voice and theirs aren't quite synced yet. 

  • LOW OWNERSHIP

    If you feel misunderstood, they probably do too.

  • Second Chair Pulse

  • STEADY & STRONG 

    You are in a healthy place. Keep leading with clarity and intention. 

  • TIME FOR A TUNE UP

    Things aren't broken, but they aren't running well either. Realignment could unlock momentum.

  • DON'T CARRY THIS ALONE

    You are under pressure and the cracks are showing. This is a moment to pause, name what's real and ask for help.

  • First Chair Pulse

  • LEADING WITH INTENTION 

    You are approaching this relationship with intentionality and clarity. Keep creating space for feedback and trust building even when things are going well.

  • CHECK THE MIRROR

    Some blind spots are starting to form. The tension you are feeling may not just be on them. Owning your part in the relationship could shift everything.

  • TIME FOR A LEADERSHIP RESET

    It's likely that your Second Chair is experiencing confusion or frustration you haven't named. This isn't about blame, it's a moment to reset, realign, and lead with clarity again.

     

  • Please click the FINISH button to complete the First Chair Assessment.

  • Should be Empty: