Leadership assessment template

Start by aligning the definition of great leadership with your organization’s core values, mission, and long-term strategic goals. Ask yourself, "What qualities do we need in our leaders to achieve these goals?" Consider not only the technical skills and experience that are required but also the personal attributes that will enable leaders to foster collaboration, inspire teams, and guide change. It’s essential that your definition of leadership success resonates with the company’s broader vision, ensuring leaders are well-equipped to move the organization toward its desired future.

Next, identify the key leadership competencies that will drive success. These competencies might include strategic thinking, emotional intelligence, decision-making ability, adaptability, innovation, and communication skills. Behavioral indicators are equally important—these help define how leaders should behave in practice. For example, do they demonstrate transparency in decision-making, create an inclusive environment, or motivate teams during

Self-assessments are a valuable tool for increasing self-awareness among leaders. By evaluating their own strengths, weaknesses, and leadership style, leaders can gain important insights into their personal development needs. However, self-assessments should be balanced with other forms of evaluation, as leaders may have biases that limit their ability to objectively assess themselves. Encouraging leaders to reflect on their experiences and challenges can also help deepen their understanding of their leadership journey.

Peer or team feedback offers a unique perspective on a leader's effectiveness. Colleagues who work alongside leaders regularly have a detailed understanding of their interpersonal skills, team dynamics, and communication effectiveness. Gathering feedback from team members, peers, or cross-functional partners allows you to evaluate how a leader’s behavior influences others, helping to identify strengths and areas for development that might not be apparent through self-assessment alone. This feedback can be solicited through surveys, one-on-one interviews, or informal discussions, and can be especially valuable when considering leaders in team-oriented environments.

Manager evaluations provide insight into a leader’s performance from the perspective of their direct supervisor. These assessments focus on a leader’s ability to meet organizational goals, manage resources, and guide their team toward success. Manager evaluations often consider specific metrics of performance, including achievement of business objectives, leadership style, and effectiveness in team management. This method offers a more results-oriented approach to leadership assessment and helps identify how well leaders are fulfilling their responsibilities within the organization’s structure.

A 360-degree assessment combines self-assessments, peer feedback, and manager evaluations into a comprehensive process. This holistic approach provides a well-rounded view of a leader’s abilities and impact. With input from a range of sources, including direct reports, colleagues, and supervisors, leaders gain a full understanding of how they are perceived from different angles. 360-degree feedback is especially valuable for identifying blind spots in leadership behavior and performance and can be instrumental in creating more balanced development plans

Behavioral questions focus on past actions and experiences to assess how a leader has responded to challenges in the past. These questions can reveal how a leader has handled complex situations such as conflict resolution, team motivation, or organizational change. Examples include, "Tell me about a time when you had to lead your team through a difficult challenge. How did you approach the situation?" Behavioral questions are useful for understanding how leaders apply their skills in real-world scenarios and how they may react in similar situations in the future.

Situational questions test a leader's ability to respond to hypothetical scenarios. These types of questions are often used to assess problem-solving skills, creativity, and adaptability. For example, "How would you handle a situation where your team is divided on a critical decision?" Situational questions can help assess how a leader would approach challenges they haven't yet encountered, giving insight into their thought process and strategic decision-making capabilities.

Competency-based questions are designed to evaluate specific leadership competencies such as emotional intelligence, critical thinking, and communication. These questions should be tailored to the competencies you've identified as important for leadership success in your organization. For instance, "How do you ensure that your team feels heard and valued?" These questions provide direct insight into a leader’s skill set and how they apply those skills in various contexts.