Leadership Readiness Assessment
A Leadership Readiness Assessment examines a person’s demonstrated ability to carry a functional leadership responsibility. In iBD, it considers technical work, strategic thinking and responsibility for the outcome, using the relevant CFO, CRO or COO criteria.
Each instrument has 27 items rated from 0 to 3, with a possible total of 81 when fully assessed. The full descriptions explain what evidence supports each rating. Record the person’s actual scope, the assessment date and edition, the reviewer and the work examined. A missing observation stays unresolved; reputation or confidence does not replace it.
The person’s contribution needs its own evidence
Suppose a revenue manager produces a forecast with extensive help. The function assessment can recognize the supported forecast the company now has. The person assessment asks which parts the manager can prepare, explain, improve and take responsibility for.
A capable leader can also inherit weak systems. Read both assessments together so an unfinished company system is not automatically treated as proof of personal inability.
Use specific findings to distinguish technical instruction, more practice, clearer authority, sufficient time and a different staffing arrangement. An aggregate score cannot make that judgment for you. Future capability targets on a leadership roadmap remain targets, not observed readiness.
Use the assessment in a fair development conversation
The expectations discussion connects the findings to agreed expectations and support. Leadership development then provides real work, feedback and review. Keep private evidence in the person’s authorized records. The diagnostic total does not calculate the milestone score or add to your Velocity Score.