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The Best Fit Leadership Index

Is there a QUICK way I can tell if my leadership development candidate will generate the ROI my company deserves?

The Best Leadership Fit Index below is a quick and easy leadership development quiz designed to give you a fast and quantifiable answer to selecting an appropriate candidate for a leadership development investment.

This is a condensed tool. If you want more detail than this quick leadership development quiz provides please visit the “Who’s the Best Fit?” page. The “Where’s the Gap?” page provides more extensive listings of the leadership competencies I address. Of course you're also welcome to contact me directly at 905-862-0162.

Take the Leadership Development Quiz!

To use the best leadership fit index, bring a single, specific candidate to mind then go through the quiz questions questions and click the button that most accurately reflects the answer for each question. This leadership development quiz only takes 2-3 minutes. The subtotal for each section and the final total will be tallied automatically when you hit the “View Results” button at the end of the quiz.

You’ll notice that I ask for the individual’s name. This is optional. On the final leadership development quiz results page you’ll have the choice to print the results or send them to yourself or me via email. The individual’s name is simply to help you identify who the quiz results were for. The data is not stored with us unless you send it and no one will be contacted unless you request it.

Answer Scale
1 – untrue
2 – somewhat true
3 – often true
4 – usually true
5 – highly true

Name of Candidate:

First: Last:

1. Potential to Generate Value (now and in the future)

Strong reputation – Is highly regarded by peers, reports and supervisors for their work ethic and alignment to company values.

Meets or exceeds performance objectives – Has a promising (but not necessarily long) track record of success.

Results AND people focus - Values not only the business results but how they’re achieved with the people they impact.

Takes accountability – Takes ownership of difficult situations, admits mistakes and consistently moves the situation forward.

2. Identified Performance Gap (pick the top 4 ONLY)

Raising the bar – Needs to improve services or situations in their role and not be limited by past solutions. Increased comfort level for trying new approaches would be helpful.

N / A

Proactively shaping the future – Taking more accountability for results, difficult situations and driving change “from below” without relying on direction from others is required.

N / A

Bigger, wider thinking – Increased thinking beyond their department and/or the day-to-day of their role is necessary or preferred.

N / A

Impacting and influencing others – Improved ability to communicate ideas and direction that creates mental and emotional buy-in and commitment would be valuable.

N / A

Entrepreneurial and strategic thinking – Could look for more business opportunity and generate/drive value for internal and external customers more effectively.

N / A

Results orientation – More focus on tangible results, objectives and priorities they create (and less on who gets the credit) would make a difference.

N / A

3. Participant Attitude and Outlook

Committed to success – Has a “go-getter” attitude to make things happen.

Open to others’ ideas – Willingness to consider alternate approaches; have been open to input or being coached by their manager or others.

Passion for excellence – Continually looks to improve themselves or their situation and doesn’t settle with maintaining the status quo.

Great sense of humour – They don’t have to be a comedian, but have an ability to look at the lighter side of themselves and situations.

4. Readiness to Engage

Thirsty for opportunity – They are asking you for more responsibility and/or challenging assignments or you may be grooming them for one.

Not meeting performance targets - You know the individual has potential but there’s a performance gap that needs addressing.

Buried or overworking themselves – You are concerned about the sustainability of their effort and/or their effectiveness due to management of the workload.

Holding themselves back professionally because of personal priorities –You want to realize greater amounts of the value they bring to the table while honouring their commitments outside of work.