Self-assessment
Is your institution being led – or merely administered?
Leadership does not appear on any balance sheet, but its consequences do: resignations, decisions that drift upwards, problems that reach the table too late. 20 statements about your leadership team, followed, if you wish, by five about yourself. Four minutes, no registration.
Why leadership appears in no key figure – and yet in all of them
When good people resign, decisions land more and more often with senior management and bad news only arrives once it has turned into figures, the cause is rarely strategy or systems. It lies in how people are led. This check does not ask how you lead, but how your leadership team leads – from your perspective as senior management. At the end, you can voluntarily set your own leadership alongside it.
Four minutes
Twenty statements, four response levels. No free-text fields, no login, no download.
Five dimensions
Direction, decisions, openness, retention, consistency. You see immediately where your leadership holds and where it gives way.
No email address
Your results are generated in your browser. Your answers are not transmitted and no email address is requested. All that is counted, anonymously, is that a check has taken place.
Relate your answers to the managers who report to you directly or one level below. Whether your institution can carry a specific change is answered by the change readiness check. How I support managing directors and board members is described under Sparring for managing directors.
The check
20 statements across five dimensions, around four minutes. Relate your answers to your leadership team – the managers who report to you directly or one level below. Afterwards, if you wish, you can set your own leadership alongside it with five further statements.
Your answers stay in your browser. They are not transmitted or stored, and the check does not ask for an email address. Only when you share your result at the end does it leave your computer – and even then only to the recipient you choose yourself. All that is counted, anonymously, is whether a check was started, abandoned or completed, how long it took and which route you chose afterwards – without your answers, without your IP address, without a cookie and without recognising you again. What exactly is counted →
Basis: my own leadership practice in the financial sector, most recently with up to 360 employees – not a textbook model. The dimension Dialogue & openness draws on Amy Edmondson’s research on psychological safety in teams (Administrative Science Quarterly, 1999).
How the self-assessments are built:
Direction & expectations
0 of 20 statements answered · 0%
Your results
Your profile across five dimensions
Your biggest lever:
And the other institutions?
You will deliberately not find benchmark values here. A check sheds light on one section; your institution, however, is not a section. What your compliance function permits may be prohibited at the institution next door – the same matter, two judgements, two different scopes for action. An average conceals this and invites the wrong conclusions. Sound benchmarking requires knowing the whole, not just this one area.
Why I take this approach – and what you should ask if someone offers you benchmarks:
You now have a picture of your leadership team. The uncomfortable question is the next one: is it down to individual people, or to what your institution expects from leadership and tolerates? I will give you an honest answer to that in 30 minutes.
Book a first conversationOther perspectives
- Change readiness check – when a change has been decided and its implementation is in doubt
- Transformation check – when it is unclear whether restructuring is needed
- Decision check – when a decision is due and nobody takes it
- Project check – when initiatives do not deliver
- Sales check – when your figures are not where they should be
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Optional continuation
And your own leadership?
You have assessed your leadership team. With five further statements, you can set your own leadership alongside it – one per dimension, around one minute. It gets interesting where your self-image and your picture of the team diverge.
Your self-reflection stays with you: it appears neither in the shared link nor in the results above, and comes as a separate PDF.
Self-reflection · five statements about you
How do you lead yourself?
Your self-reflection · for you only
These are exactly the kinds of gaps I discuss in Sparring for managing directors – in confidence, with no report to third parties. Or bring both PDFs to a first conversation.
Note: this self-assessment provides general information and does not replace an examination of the individual case. The legal information applies.
Please read first
A self-assessment, not an expert opinion.
This check is a tool for self-assessment. It does not replace a conversation or an examination of the individual case.
The result is based exclusively on your own answers. It is therefore as reliable as your assessment – and just as subjective. Another person from your institution, an external auditor or I myself may arrive at a different result and different conclusions from the same statements.
No commitment can be derived from the result – neither about the state of your organisation nor about the effect, duration or success of possible measures. You make decisions on your own responsibility.
Your answers stay in your browser and are not stored. All that is counted, anonymously, is that a check was started and completed – what exactly that means.
The legal information and the privacy policy apply.
Continue with
This check shows how people are led in your institution. The change readiness check shows whether this leadership carries a specific change through the organisation.