Assessment level · Leaders / Roles

Leaders / Roles

Explore role-specific competence, workforce readiness and capability development needs.

Level profile

Who it serves, and what it asks.

Purpose
Examine whether teams and individuals possess the competence, behaviours and practical ability required to perform future roles and contribute to organizational capabilities.
Primary decision-maker
Team leader, practice manager, HR / L&D leader, role owner and individual professional.
Unit of analysis
Team, role family, job role, grade, belt or individual.
Focus of assessment
To what extent do the relevant teams and role holders possess the demonstrated competencies required to perform future work and contribute to the organization's target capabilities?
Indian team leader coaching a small team around a laptop showing a personal development plan

Assessment parameters

What the Leaders / Roles assessment examines.

11 parameters, each read against the future requirements this level is accountable for.

Assessment parameter
What we assess
Role clarity
Shared understanding of the role's purpose, outcomes and future expectations
Domain and technical proficiency
Depth of the knowledge and skills the role requires
Behavioural competencies
Consistency of the behaviours the role and culture demand
Judgment and decision-making
Quality of decisions in ambiguous, role-specific situations
Practical application
Ability to apply competence in real work, not only in principle
AI and digital fluency
Confidence in using AI and digital tools responsibly in the role
Learning agility
Speed and willingness to learn, unlearn and adapt
Collaboration and influence
Ability to work across teams and influence outcomes
Evidence of performance
Demonstrated results and work samples that support the assessment
Development readiness
Clarity of development needs and commitment to act on them
Role mobility
Readiness to move into adjacent or future roles

Draft parameters for review

Development Action PlanSample data
Your competency map

11 competencies for this role, sorted by gap. Target 4.0 of 5.

2 critical2 significant2 moderate5 on track
  • 1
    Decision-making under ambiguityCritical gap2.2 / 5
  • 2
    Change leadershipCritical gap2.5 / 5
  • 3
    Systems and strategic thinkingSignificant gap2.9 / 5
  • 4
    Innovation and adaptive learningSignificant gap3.0 / 5
  • 5
    Stakeholder influenceModerate gap3.4 / 5
  • 6
    Coaching and developing othersModerate gap3.5 / 5
Prioritized focus areas
  • 1Outcome-based commercial judgment
  • 2AI-assisted delivery oversight
  • 3Client value advisory
Mental model profile
Execution-anchoredRisk-cautiousConsensus-seeking

Tends to optimize the known path before questioning it.

What this level receives

A Development Action Plan that shows where to grow first.

The participant receives a plan that maps every competency their role carries against the role they're growing into, and ranks where to start.

Competency map

Every competency the role carries, however many that is, scored and sorted by gap.

Gap bands

Critical, significant or moderate, so effort goes where the gap is widest.

Mental model profile

The assumptions shaping how this person reads problems and decisions.

Focus areas and reading

A short priority list, with reading material unlocked as soon as a gap is flagged.

NextCompetence BlueprintHow future organization archetypes connect to capabilities, role-based competence and transformation action.

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Create your account, choose the assessment level and invite the right participants. Results are shared only with authorized users.

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