How visible is
your judgement?
Six scenario-based attributes, three questions each. Rate yourself honestly against what you actually did in the last few months, not what you meant to do. The result is a working map, not a verdict.
Before you start
Four quick details so the results reflect your career stage, not a generic executive.
Age band, seniority, tenure, and company type are needed to calibrate your results — gender is optional.
For each attribute below, is it currently high-impact for succeeding in your role — or lower-impact for now? This decides where each score sits on your prioritisation matrix.
Where your reputation stands
Scores by attribute
Each bar is your average across the 3 scenario questions for that attribute, on a 1 (rarely) to 5 (almost always) scale — length reflects how often that behaviour is actually your default, not your intention.
Master scorecard
4.0 and above is a core strength — leverage it. 3.0–3.9 is a solid baseline — one focused intervention moves it to a strength. Below 3.0 is a blind spot — treat it as your top development priority for the next 6 months.
| Attribute | Total /15 | Average /5 | Reading |
|---|
Prioritisation matrix
Plotted on your score band and how much that attribute matters to your current role.
Where to start
Pick the attribute you'll tackle first, and be honest about whether it's a skill gap or a will gap.
Your 3-month action plan
| Priority | Attribute & fix | Start date |
|---|
This is a tool for self-reflection and coaching conversations, not a scientifically validated psychometric instrument. Results reflect your self-reported behaviour at a point in time, in a work context. They do not define you.