Leadership self-review
Reflect on how you lead and where you want to develop.
Discuss this tool →ASSESSMENT TOOLS
Choose the question before the tool.
I offer assessment tools to support a more focused conversation about leadership and how your team works.
Feedback from colleagues
Explore what people who work with you observe; agree confidentiality before collecting responses.
Discuss this tool →Team survey
Explore how your team experiences communication, support and working together.
Discuss this tool →Training needs review
Explore which skills need practice and which barriers may need a different response.
Discuss this tool →Workplace culture survey
Explore shared working habits and compare the culture you want with people’s experience.
Discuss this tool →Role-fit conversation
Consider role expectations alongside interview evidence and work examples; a score is not a hiring verdict.
Discuss this tool →How we choose and use a tool
First we agree the question, the people involved and how the findings will be used. We then discuss the suitable tool, participant communication, confidentiality and the report conversation. Availability, scope and fees are confirmed before work starts.
A score is a starting point, not the whole answer. Responses need context, work examples and discussion. They do not establish a diagnosis or prove that an intervention caused a business result. Do not promise anonymity unless the agreed process supports it.
Not sure whether an assessment is the right first step?
The nine-question Diagnosis on my homepage helps prepare an initial brief. It is separate from a structured assessment and does not replace one.
Questions about assessment tools
Is the homepage Diagnosis the same as an assessment?
The nine-question Diagnosis helps you organise an initial discussion brief. A structured assessment is a separate piece of work: we first agree its purpose, participants, tool and use of the findings. The Diagnosis is not a validated assessment or a substitute for one.
Can I start an assessment directly from this page?
Use the enquiry link on the relevant tool card to discuss your question with me. We confirm suitability, scope, fees and participant arrangements before work starts. The cards describe the offer; clicking an enquiry does not enrol participants or generate a report.
Who will see individual responses and the report?
Agree access, reporting, participant communication and handling of responses before collection. Do not assume responses are anonymous: a small group or written comments may identify someone. The agreed process must explain who receives which information.
What should we expect from an assessment report?
Agree the report scope and discussion before commissioning the work. Findings should be interpreted with the team context and work examples, then used to decide what to explore or do next. A score alone is not a diagnosis, a hiring verdict or proof of a business result.