How This Works
This sort connects the demands of your role to the competencies that will determine your effectiveness in it. Complete the sections in order. Your responses generate a development summary and support a coaching debrief.
Identify who you are and the role you are stepping into.
List what the role requires and score stakes, urgency, and unfamiliarity.
Place all 32 competencies into Essential Now, Important Next, or Lower Priority.
Assess current strength on the 16 competencies that matter most.
See where requirement and current strength diverge, then debrief.
1. Who You Are and Where You Are Going
Start by identifying your transition type. This shapes how the report is written and what the debrief focuses on.
2. Demands of the Role
Enter what the role actually requires of you. Score each demand for stakes, urgency, and unfamiliarity. The highest-demand items should guide how you sort the competencies.
How much rides on getting this right, in terms of results, credibility, relationships, or risk.
How soon you need to be effective at this for the role to stay on track.
How much this asks of you that you have not done before, or have not done at this scope.
3. Sort: What This Role Requires
This pass is about the role, not about you. Sort every competency by how much the role demands it, setting aside how good you currently are at it. The limits are deliberate. They force real tradeoffs.
Every card has three buttons at the bottom. Click Essential Now, Important Next, or Lower Priority to place it. Your choice is marked with a check. Click a different button any time to move it.
You can also drag a card into a stack, drag it between stacks, or drag it back to the library to reconsider.
Without these, you will struggle in this role in the current horizon. These are non-negotiable.
These matter to the role and will need attention, but they are not the first constraint.
Valuable in leadership generally, but not what this role is asking of you right now.
Essential Now
0 / 6Required for effectiveness in this role.
Important Next
0 / 10Matters, but not the first constraint.
Lower Priority
0 / 16Not what this role is asking now.
Competency Library
32Unsorted cards live here. Use Details to see the definition, what strong performance looks like, and what it means in a transition.
4. Rate: Where You Stand Today
Complete the sort in section 3 first. The 16 competencies you place in Essential Now and Important Next will appear here.
Now assess yourself honestly on the 16 competencies the role requires most. Rate your current strength, not your potential. The gap between what the role requires and where you are today is what the development plan is built on.
You have little experience here, or you know this is where you get tripped up under pressure.
You handle this reliably in familiar conditions but have not tested it at the new scope.
Others would name this as a strength. You can rely on it and help others with it.
5. Review and Submit
This is your sort. The interpretation happens in the debrief, so what you see here is deliberately a starting point rather than a conclusion.