- Solutions — Leadership Assessments
You can't develop what you haven't measured.
Leadership and culture diagnostics that show you where you really are — so development targets what will actually move performance, not what feels urgent.
Development without diagnosis is guesswork.
Most organisations invest in leadership development based on instinct: who seems ready, what feels broken, which program a competitor ran. Sometimes instinct is right. Often it’s expensive.
Honest measurement changes the conversation. It shows you which leaders are ready to step up, where trust is actually breaking down, and whether last year’s investment changed anything. It also does something subtler: it gives leaders the self-awareness that every other capability is built on.
Measure honestly. Develop deliberately. Debrief always.
Assessments at LeadershipHQ are never a PDF in an inbox. Every tool comes with expert debriefing — helping leaders and organisations understand the findings, own them, and turn them into a development plan. We select instruments to fit the question you’re answering, baseline before we build, and re-measure so progress is visible in the data, not just the vibe.
An assessment without a debrief is just bad news in a nicer font.
- Sonia McDonald · Founder, LeadershipHQ
How it works.
- 1
Scope the decision
We start with the decision you are trying to make, not with a tool we want to sell.
- 2
Select the instrument
We choose the smallest assessment that genuinely answers your question.
- 3
Administer
Managed end to end, with clear communication to every participant.
- 4
Debrief and plan
Every result is debriefed by an expert. You finish with a development plan, not a report.
The tools.
LeadershipHQ 360 & Self-Assessments
Our own 360-degree and self-assessment suite. We help you implement the findings and explain the metrics behind them, and the tool can be customised to your organisation’s leadership framework.
Best for : baselining a cohort before a program, and measuring the shift afterwards.
PRISM Brain Mapping
A neuroscience-based way to identify behavioural preferences — approaching human behaviour from the perspective of brain science rather than psychological theory. Shows natural preferences and how far people adapt them to specific situations.
Best for : individual coaching, team dynamics, and understanding how people behave under pressure.
Social + Emotional Intelligence (SEIP)®
Measures the 26 competencies critical to socially and emotionally intelligent individuals, teams and organisations, with detailed descriptions and practical exercises to strengthen them.
Best for : leaders whose technical capability has moved ahead of their people capability.
CliftonStrengths
Measures your natural patterns of thinking, feeling and behaving, and maps them to the 34 CliftonStrengths themes — pinpoint self-awareness that leaves leaders inspired and equipped to lead from strength.
Best for : team development, role fit, and strengths-based coaching conversations.
Culture, Pulse & Engagement Diagnostics
Customised pulse, engagement and culture assessments and surveys — the baseline and progress measurement behind our culture transformation work, or a standalone health check when you need to know what’s really going on.
The Human Leader Index™
Our own diagnostic, built on the Human Leader Model™ — measuring regulation, trust, courage and impact across six dimensions of human leadership. Developed from 35 years inside the rooms where leadership actually gets tested.
- Client proof
Where this has been used.
Queensland Audit Office
LeadershipHQ 360 across a 12-leader executive cohort. Every leader debriefed individually, with a consolidated capability report giving the executive an evidence base for development and succession decisions.
Cross River Rail
CliftonStrengths as the foundation of a women's leadership program, giving participants a shared language for strengths, role fit and career conversations, and the program a common framework to build on.
The evidence layer under everything we do.
Before a program
Baseline capability so development targets the real gaps, and impact is provable at the end. Leadership Development
Inside coaching
360s and diagnostics that give coaching conversations evidence to work from. Executive Coaching
Under culture work
The stage-two metrics in our five-stage culture process. Culture Transformation
Standalone
Succession decisions, leadership team health checks, or an honest look before your next investment. Contact us
For a growing business, that might be one 360 and a debrief that changes a GM’s trajectory. For an enterprise, a measurement architecture across an entire leadership population. Same honesty, different scale.
Find out where you really are.
Tell us the decision you’re trying to make — who to develop, who to promote, what to fix first. We’ll recommend the smallest assessment that answers it. Not the biggest one we can sell.