Personal Leadership Assessment

Assessment & Discovery Tools

Rate yourself honestly across six leadership dimensions and identify your most important development focus.

About This Assessment

Leadership development without self-assessment tends to be generic. You work on skills that others say are important rather than the specific capabilities that will actually change your results. This assessment is designed to cut through that by asking you to rate yourself across six dimensions of personal leadership - the internal and behavioral foundations that determine how effectively you lead others.

The six dimensions are: Self-Awareness, Communication, Decision-Making, Accountability, Adaptability, and Influence. None of these operate independently - a gap in one typically affects others. But rating them separately creates enough specificity to identify where coaching time is best spent.

Honest self-assessment is more useful than favorable self-assessment. The purpose of this tool is not to evaluate you - it is to give you and your coach a clear starting point.

How to Use This Assessment

Rate each item from 1 (consistently below expectation) to 5 (consistently strong). Use 3 as a genuine midpoint, not a default.
For each dimension, circle the item where your score is lowest. That is typically your development leverage point within that area.
After completing all six domains, identify the two or three items with the lowest scores across the whole assessment.
In the "Focus Area" section, write the one leadership dimension that, if strengthened, would have the largest positive impact on your current role.

Personal Leadership Assessment

Rating scale: 1 = Rarely / 2 = Sometimes / 3 = Often / 4 = Usually / 5 = Consistently

Self-Awareness

I can accurately describe my impact on others, including when it is negative.

1

2

3

4

5

I recognize when my emotional state is affecting my judgment or behavior.

1

2

3

4

5

I actively seek feedback and incorporate it without becoming defensive.

1

2

3

4

5

Communication

I communicate expectations clearly enough that people know what success looks like.

1

2

3

4

5

I listen to understand, not to respond - including in disagreement.

1

2

3

4

5

I deliver difficult feedback directly and constructively rather than avoiding it.

1

2

3

4

5

Decision-Making

I make decisions in a reasonable timeframe without requiring excessive certainty.

1

2

3

4

5

I distinguish between decisions that need my input and those that do not.

1

2

3

4

5

Rating scale: 1 = Rarely / 2 = Sometimes / 3 = Often / 4 = Usually / 5 = Consistently

Accountability

I follow through on commitments I make to others.

1

2

3

4

5

When things go wrong, I focus on what I could have done differently, not on who is to blame.

1

2

3

4

5

I hold others to agreed standards consistently, including when it is uncomfortable.

1

2

3

4

5

Adaptability

I adjust my approach when circumstances change or new information emerges.

1

2

3

4

5

I remain effective under pressure or in ambiguous situations.

1

2

3

4

5

Influence

I earn commitment from others through direction, not just authority.

1

2

3

4

5

I build trust with people across different levels and functions of the organization.

1

2

3

4

5

Primary Development Focus

Which one leadership dimension, if strengthened, would have the largest impact on your current role? Why?

Before your next session: Identify one specific situation in the coming week where your development focus will be tested. What would doing it well look like?

Tandem Coaching Partners

Credentialed coaches with real-world leadership experience,
partnering with executives and organizations
to unlock sustainable growth.

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contact-us

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info@tandemcoach.co

Phone

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