Free self-check

The role has changed. Has the way you lead?

Twenty-four statements, about six minutes. It is written for anyone who has recently begun managing people, and equally for anyone who has been doing it for years and still finds the work landing back on their own desk.

Open the self-check

Your answers stay in your own browser. Nothing is sent anywhere.

First time manager self-check profile

Work values

What the role is now understood to be. The first thing that has to change after a promotion, and typically the last that does.

Time application

Where the hours actually go. Most new managers can describe the right priorities and cannot locate them in the calendar.

Skills

The abilities the manager’s job needs, as distinct from those the specialist’s job needed.

If you manage other managers

Send it to the managers around you. Each of them keeps an individual result, and the group gains a shared picture of where it stands. That is a far better basis for a conversation about development than anyone’s impression of anyone else.

The practical part

Length24 statements, about six minutes.
CostFree.
Built onThe Leadership Pipeline model by Charan, Drotter and Noel. The instrument itself is mine.
PrivacyNothing you enter leaves your browser. The self-check asks for a name and a role so that they appear on your own PDF, and no email address is requested.
Also availableA second self-check for mid-level leaders, those who lead other managers.

Questions people ask

Does this only apply to new managers?

Not at all. People who have managed for years frequently identify something that was never completed, and that is usually the most useful thing the instrument shows.

When is the result available?

Immediately, on screen, and it can be saved as a PDF.

Can a whole management team take it?

Yes. Let me know and it will be set up so that the group picture is available alongside each individual result.

Take it, then pass it on

Six minutes, and a clear answer about which part of the step remains unfinished. For anyone leading other managers, it is also the most straightforward way to open that conversation with them.

Book a call

First Time Managers

A self-check for the move from specialist to leader

Twenty-four statements, about six minutes. Becoming a manager asks three things to change at the same time: what you believe your job is (work values), where your hours actually go (time application), and what you are able to do (skills). You get a profile across all three, the five statements where you scored lowest, and space to write the cases you want to work on.

Nothing you write is sent anywhere. The calculation runs on your own device. Your answers are held only while this tab is open and disappear when you close it. This is for your own development and is a foundation for the leadership development training, not for selection, promotion or performance rating.
Before you start: how to answer
Answer for the last three months, not for how you would like to work. Some statements describe good practice and some describe habits that get in the way. Both are normal, and no pattern of answers looks better than another. Mark N/A when the situation simply did not come up in the last three months, or does not apply to your role. Do not answer 1 in those cases: 1 means the occasion arose and you did not act, and that is a different thing.

It is not a psychometric test: no norm group, no published reliability statistics, and it is not built to compare people with one another.

These two lines and the date you filled the form in appear at the top of your own PDF, so the copy you bring to the workshop is not anonymous. They stay in your browser like every other answer here and are not sent anywhere.

1 never · 2 rarely · 3 sometimes · 4 often · 5 always · N/A did not come up 0 / 24

v3.1 · 2 September 2026

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