THE LEADERSHIP PIPELINE ASSESSMENT™
A Quick Leadership Health Check
The Leadership Pipeline Assessment™ helps you evaluate how effectively your organization is preparing, supporting, and developing current and future leaders.
You'll gain insight into:
Whether emerging leaders are being prepared before promotion
Where communication breakdowns may be occurring
How accountability is being reinforced throughout the organization
Whether managers have the confidence and tools needed to lead effectively
Areas where leadership development may be impacting retention, engagement, and performance
Hidden gaps in your leadership pipeline before they become larger organizational challenges
Why It Matters
Many organizations assume they have a people problem when they actually have a leadership development problem.
This assessment helps uncover:
Leadership blind spots
Development opportunities
Communication challenges
Accountability gaps
Manager readiness issues
What Happens Next?
After completing the assessment, you'll have a clearer picture of:
What's working
What's missing
Where to focus leadership development efforts
What support emerging leaders may need to be successful
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Then during a Leadership Development Strategy Call, we'll review your results together and
discuss practical next steps.
Rate each statement:
5 = Always
4 = Often
3 = Sometimes
2 = Rarely
1 = Never
LEADERSHIP READINESS
1.We identify employees with leadership potential before they are promoted.
2.Employees receive leadership development before stepping into management roles.
3.New managers receive support during their first year of leadership.
COMMUNICATION
4.Managers communicate expectations clearly and consistently.
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5.
Employees understand what success looks like in their role.
Score:
6.
Difficult conversations happen early instead of being avoided.
Score:
ACCOUNTABILITY
7.
Managers consistently follow up on expectations and commitments.
Score:
8.
Accountability conversations happen respectfully and effectively.
Score:
9.
Performance issues are addressed before they become major problems.
Score:
LEADERSHIP CONFIDENCE
10.
Managers feel confident making decisions.
Score:
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11.
Managers know how to coach employees instead of solving everything themselves.
12.
Managers effectively balance tasks and people leadership.
CULTURE & TRUST
13.
Employees trust their managers.
14.
Managers model the behaviors they expect from others.
15.
Leadership development is viewed as a priority within the organization.
SCORING
60-75
Strong Leadership Foundation
Your organization has many of the structures needed to support emerging leaders. Focus on refinement and consistency.
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Next
45-59
Growth Opportunity
Some leadership systems are working well, while others need strengthening. Leadership development could significantly improve consistency and confidence.
30-44
Leadership Risk Zone
Several gaps may be affecting communication, accountability, retention, and team performance. Focused leadership development is recommended.
Below 30
Immediate Attention Needed
Leadership challenges are likely impacting culture, engagement, and results. Developing managers should become a strategic priority.
REFLECTION QUESTIONS
What score surprised you most?
Where are your greatest leadership strengths?
Where are your biggest leadership gaps?
What would improve if leadership became stronger?
What is one action you could take immediately?
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NEXT STEP
Schedule a Leadership Development Strategy Call.
During the call we will:
Review your assessment results
Identify leadership strengths and gaps
Discuss communication and accountability challenges
Explore practical leadership development opportunities
Determine whether The Emerging Leader Framework™ is a fit for your organization
Laura Lorenz
Top Floor Mentoring
704-699-4099
laura@topfloormentoring.com
www.topfloormentoring.com
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