The Leadership Readiness Risk Assessment
Leadership gaps rarely appear out of nowhere. More often, they build quietly over time: when high performers are promoted before they are prepared, when managers are expected to "figure it out," or when succession plans include names without enough evidence of readiness.
Once you have your scores, look for the pattern. A few low scores do not mean anything is glaringly broken. They show you where readiness is most vulnerable and where focused development could make the biggest difference.
Leadership Pipeline Readiness
How intentionally you identify and prepare people before they lead.
1 = Not true yet · 5 = Consistently true
We know which roles are most likely to create leadership strain if someone leaves or is promoted.
We have identified high-potential employees before there is an urgent leadership vacancy.
We can clearly describe what “ready to lead” looks like in our organization.
We prepare strong individual contributors for leadership before they are promoted.
New managers receive structured support during the transition from peer/contributor to leader.
Rate all five statements to continue.
Start the Conversation
If you're ready for the conversation most consultants won't have, let's talk.
Let's discuss your leadership coaching needs.