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Leadership Growth Assessment

Burns Leadership Consulting

Leadership Growth Assessment

This survey captures how you see current leadership behaviors across four key development areas. Your responses will generate a formatted report used to guide the coaching process.

I am completing this as...

Who is a Stakeholder or Sponsor?

A Stakeholder or Sponsor is anyone who works closely enough with this leader to observe their behavior directly. This includes a direct manager, a senior leader who oversees their work, a peer who collaborates with them regularly, or an organizational sponsor who has a stake in their development and performance.

Your role is important. The leader's coach uses this input alongside the leader's self-assessment to identify gaps, build on strengths, and focus the coaching where it matters most.

ⓘ

Two important reminders before you begin. First, only rate behaviors you have directly observed. If you have not seen a behavior firsthand, leave that item unrated or note it in the open response. Second, this feedback is intended to be shared with the leader as part of their development. Honest, specific input — offered with their growth in mind — is the most useful kind.

Your name

Rate each item 1–5. 1 = rarely or not yet. 5 = consistently and effectively. Add written comments wherever they help.

1

Communication and Meeting Effectiveness

How well you structure communication and use meeting time purposefully

I set clear goals and objectives at the start of meetings.

1

2

3

4

5

RarelyConsistently

I communicate technical information concisely without over-explaining.

1

2

3

4

5

RarelyConsistently

I proactively manage time and priorities rather than reacting to what is in front of me.

1

2

3

4

5

RarelyConsistently

What is one specific communication situation where you want to improve?

2

Managing Outcomes Over Processes

How well you delegate and focus on results rather than controlling the steps

I give team members a clear definition of success before assigning work.

1

2

3

4

5

RarelyConsistently

I allow team members to own the process without stepping in unless a milestone is missed.

1

2

3

4

5

RarelyConsistently

I direct work to the team early enough to allow time for review and quality control.

1

2

3

4

5

RarelyConsistently

Where does it feel hardest to let go of the process and focus on the outcome?

3

Decision Stability and Presence

How consistently you make decisions and show up as a steady, composed leader

I arrive to meetings prepared and composed, not rushed or reactive.

1

2

3

4

5

RarelyConsistently

When I communicate a direction, I stick to it unless there is a clear reason to change.

1

2

3

4

5

RarelyConsistently

I distinguish between thinking out loud and giving direction so the team is not confused.

1

2

3

4

5

RarelyConsistently

What triggers you to shift direction or become indecisive?

4

Team Productivity and Resource Awareness

How well you protect your team's time and support focused, sustainable work

I batch questions and requests rather than interrupting colleagues throughout the day.

1

2

3

4

5

RarelyConsistently

My meetings end on time with clear action items.

1

2

3

4

5

RarelyConsistently

I am aware of how my habits and pace affect the stress and focus of the people around me.

1

2

3

4

5

RarelyConsistently

Where do your habits most disrupt the team's focused work?

5

Overall Reflection

Big picture view of your growth and where to focus

Which area feels most urgent for your development right now, and why?

What would be different about how you lead if you were operating at your best in that area?

What is the biggest obstacle standing between where you are now and where you want to be?

Please answer all rating questions before submitting.

Your name

Leader being assessed

Before you rate: Only assess behaviors you have personally observed. If you have not seen a behavior directly, leave that item unrated and use the open response to note what you have seen instead. Ratings based on assumption or secondhand information reduce the usefulness of this input for the leader.

How this feedback will be used: Your responses will be shared with the leader as part of their coaching process. This is intentional. Transparent, development-focused feedback — when delivered well — accelerates growth. Please write your responses as if the leader will read them, because they will. Be honest and be specific. That combination is what helps most.

Use the 1–5 scale: 1 = rarely observed. 5 = consistently demonstrated. Written comments are strongly encouraged throughout.

1

Communication and Meeting Effectiveness

How this leader structures communication and runs meetings

This leader sets clear goals at the start of meetings. (observed)

1

2

3

4

5

RarelyConsistently

This leader communicates concisely without dominating discussion. (observed)

1

2

3

4

5

RarelyConsistently

This leader manages time and priorities proactively rather than reactively. (observed)

1

2

3

4

5

RarelyConsistently

Describe a specific communication or meeting situation this leader needs to improve.

2

Managing Outcomes Over Processes

How well this leader delegates and focuses on results

This leader gives team members a clear definition of success before assigning work. (observed)

1

2

3

4

5

RarelyConsistently

This leader allows the team to own the process rather than over-directing the steps. (observed)

1

2

3

4

5

RarelyConsistently

This leader assigns work early enough to allow adequate time for review before delivery. (observed)

1

2

3

4

5

RarelyConsistently

Where do you most often see this leader get in the team's way instead of clearing it?

3

Decision Stability and Presence

How steadily and clearly this leader makes and communicates decisions

This leader shows up composed and prepared, not rushed or reactive. (observed)

1

2

3

4

5

RarelyConsistently

This leader's decisions are stable — the team can count on direction without frequent reversals. (observed)

1

2

3

4

5

RarelyConsistently

This leader clearly signals when they are thinking versus giving direction. (observed)

1

2

3

4

5

RarelyConsistently

Give a specific example of when decision instability created confusion or slowed work down.

4

Team Productivity and Resource Awareness

How well this leader protects the team's focused work

This leader batches communications rather than creating frequent interruptions. (observed)

1

2

3

4

5

RarelyConsistently

This leader's meetings end on time with clear next steps. (observed)

1

2

3

4

5

RarelyConsistently

This leader is aware of how their pace and habits affect those around them. (observed)

1

2

3

4

5

RarelyConsistently

What specific habits of this leader most disrupt team productivity?

5

Stakeholder or Sponsor Perspective

Your overall view and what success looks like from your vantage point

Which area is the highest development priority for this leader, in your view?

What would you need to see from this leader over the next 90 days to feel confident they are on track?

What strengths does this leader have that coaching should build on, not diminish?

Please answer all rating questions before submitting.

✓

Your responses have been submitted.

A formatted report has been downloaded to your device. Your coach will review your responses before the next session.

Want to make sure your coach has a copy? You can email the PDF directly to danielburns@burnsleadership.com.

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