Think about the last 90 days—not your intentions. Rate how consistently each statement describes your observable leadership behavior.

This 5 Critical Skills Leader Assessment measures individual leadership practices, designed for development and conversation. It is not Leadership Pulse™; nor is it a validated psychometric assessment, selection instrument, or diagnosis.

1Rarely true

2Occasionally true

3Sometimes true

4Usually true

5Consistently true

Your Leadership Snapshot

Your results

0out of 100

Generated from your self-ratings in the Senior Leader Effectiveness Assessment.

Lead from strength

Focus your development

Validate Your Self-Assessment

Your results reflect your self-perception. Blind spots are real. Get direct feedback from two people who observe your leadership regularly—ideally across different contexts (peer, skip-level, board member).

Ask them this specific question:

Person 1:
Name: ______________________
Score (1–5): _____

Person 2:
Name: ______________________
Score (1–5): _____

Compare their scores to your self-rating. If they rate you lower, that gap is your starting point for development.

Understand Your Gap

A low score can mean three different things. Reflect on these questions to diagnose which is true for you:

Enlist Peer Accountability

Behavior change requires observation and feedback. Bring one peer or coach into this conversation:

What to say:

"Here's my self-assessment on . I scored /20. I'm working to show this behavior more consistently, and I'd value your observation over the next 30 days. Would you notice and give me feedback when you see me ?"

Consider the Organizational Layer

Your score may reflect an individual practice gap. It could also reflect organizational systems that make the behavior harder to demonstrate consistently—decision rights, role clarity, communication cadence, or pace of work.

Leadership Pulse™ diagnoses those organizational conditions. When both individual practice and organizational system are aligned, sustainable change happens faster.

Consider: Does your team need diagnostic clarity about how strategy is set, decisions are made, and accountability flows? That's where Pulse assessment adds real value.

Plan Your Retake

Real behavior change takes 30–60 days of deliberate practice. Schedule a retake in six weeks. Print your results now so you can compare side-by-side and measure movement.

Mark your calendar:

The goal is not a perfect score. It's visible, consistent practice of one capability that matters most to your leadership right now.

From individual practice to organizational performance

Place Your Results in the LeadershipOS™ System

These five scores sit at the Leader Practices layer: the individual competencies that make leadership expectations visible and consistent. LeadershipOS™ holds the conditions for organizational capability; Leadership Pulse™ reveals the health of those conditions; and shared Leadership Practices shape whether capability becomes coordinated action.

Use your lowest-scoring skill as a prompt to examine both your behavior and the executive leadership system around you. LeadershipOS™ organizes that system into four connected domains:

Why · Identity

Clarify direction

Test whether team values, purpose, vision, mission, goals, milestones, and KPIs give leaders a shared basis for strategic choices.

How · Operating design

Enable execution

Examine whether roles, decision rights, communication protocols, and behavioral norms make coordinated action easier.

Who · Development and engagement

Build capacity

Strengthen next-level leaders, leader wellbeing and sustainability, and proactive stakeholder and board engagement.

What · Results

Evaluate outcomes

Review financial, operational, cultural, and strategic results—and whether the way those results were achieved is sustainable.