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.

How it works.

Scope the decision

We start with the decision you are trying to make, not with a tool we want to sell.

Select the instrument

We choose the smallest assessment that genuinely answers your question.

Administer

Managed end to end, with clear communication to every participant.

Debrief and plan

Every result is debriefed by an expert. You finish with a development plan, not a report.

The tools.

Korn Ferry Leadership Architect™

A research-based competency framework that gives your organisation a common language for what good leadership actually looks like in your context. We use it to build success profiles for critical roles, structure talent reviews, and make sure development, promotion and hiring decisions are measured against the same bar. Delivered by a Korn Ferry–certified practitioner, with prior experience inside Korn Ferry’s own leadership and talent business.

Best for : organisations that need a defensible capability framework underneath succession, promotion and development decisions.

Myers-Briggs Type Indicator® (MBTI®)

The most widely used personality preference instrument in the world — mapping how people take in information, make decisions and direct their energy across 16 types. Useful for what it’s designed for: self-awareness and understanding difference in a team. Not a performance predictor, and we won’t let anyone use it as one. Administered and debriefed by a certified MBTI® practitioner.

Best for : team development, communication and conflict conversations, and giving a group shared language fast.

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.

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.

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.

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.

Frequently asked questions.

Which leadership assessment is right for my team?

It depends on the decision you’re making. If you’re baselining a cohort before a development program, a 360 is usually the answer. If you’re making succession or promotion calls, a competency framework like Korn Ferry Leadership Architect™ gives you something defensible. If the issue is how a team communicates and handles friction, MBTI® or PRISM will get you further. Tell us the decision and we’ll recommend the smallest tool that answers it.

Are you certified to deliver MBTI®?

Yes. Every instrument we offer is administered and debriefed by a certified practitioner, including MBTI® and Korn Ferry Leadership Architect™. Sonia McDonald also spent part of her career inside Korn Ferry’s own leadership and talent business, and has 35 years across HR, executive search and leadership development.

What's the difference between MBTI and PRISM Brain Mapping?

MBTI® maps psychological preferences — how you take in information, make decisions and direct your energy — across 16 types. PRISM approaches behaviour from brain science rather than psychological theory, and shows not just your natural preference but how far you adapt it under pressure. MBTI is often the faster way to give a team shared language; PRISM tends to go a deeper in one-to-one coaching.

Can you run assessments for teams outside Brisbane?

Yes. We’re based in Brisbane and work across Australia and internationally. Assessments are administered online and debriefs run in person or virtually, so distributed teams and remote leaders are straightforward.

How much do leadership assessments cost?

Pricing depends on the instrument, the number of participants and the depth of debrief. A single 360 with an individual debrief sits at one end; a measurement architecture across an entire leadership population sits at the other. Book a strategy session and we’ll scope it against the decision you’re making.

Do you just send the report, or is there a debrief?

There is always a debrief. An assessment without one is just bad news in a nicer font. Every result is worked through with an expert, and you finish with a development plan rather than a PDF.

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.