Amplifying Leadership ProfileDo the people you lead get bigger around you, or quietly smaller?
Forty-four items — 12 leadership situations and 30 behavioural-tendency statements — measure whether you build capability, hand over real authority, challenge thinking and make it safe to speak up. The report bands six competencies, dials five amplifying disciplines and flags an accidental-diminisher tendency.
The diminishing move is always the well-meaning one
None of the 12 situations asks whether you would bully a team. They ask what you do with a high-visibility piece of work you would finish more polished than the person who would grow from it; what you notice when a deadline has you checking, redoing and deciding details you normally leave alone; whether you seek the best decision or the quickest agreement; and whether a big bonus will re-motivate someone whose work has stopped being interesting. Every option is something a decent manager does on a Tuesday. The 30 tendency statements then ask how you actually behave, not how you would like to.
Each option carries a documented weight keyed to public research on empowering leadership, autonomy support, psychological safety, developmental coaching and micromanagement as a capability-suppressing derailer. The situations, the six competency names and the scales are original AssessAll work; no coined vocabulary from any commercial book or instrument appears anywhere in the bank. Because the diminishing option is usually the responsible-sounding one, guessing the flattering answer does not help, and reverse-keyed statements make a uniformly heroic self-portrait read as noise rather than as a high score.
A score alone would tell you that you are, say, Strong overall. The report goes further: six banded competencies with a coaching interpretation each, five discipline dials showing where you multiply capability, and one accidental-diminisher dial on which a high reading is the warning, not the achievement. The narrative is generated from your own responses, names your two strongest disciplines and builds a growth plan from the lowest, then walks every item with the reasoning behind each weight so you can see exactly which habit was scored.
What you walk away with
You receive a 0–100 score placed in one of four bands from Emerging to Exceptional, then Capability Building, Empowerment & Delegation, Coaching & Development, Decision Quality, Motivation & Engagement and Self-Awareness each banded separately with a short interpretation of what that band looks like in a real team.
The amplifying disciplines are dialled individually so you can see which ones you already practise and which you skip. The accidental-diminisher dial runs the other way: a high reading means the over-functioning habits are active, and the report says so plainly rather than dressing it up.
Rather than a generic reading list, the plan starts with the two or three competencies that scored lowest and proposes specific changes: which decision to hand over next, which meeting to stop dominating, how to recognise effort without reaching for money.
The question-by-question review shows the option you chose, the option the evidence favours and the reason for each weight. Managers who disagree with a key can see the argument and argue back, which is exactly the habit the profile is trying to build.
The profile, in three panels
Illustrative sample — your report is generated from your own responses.
Every competency this test declares, scored from the items tagged to it — so the shape is yours, not a template.
Band edges at 40, 60 and 80. Each band carries its own coaching interpretation for that competency.
Assembled from your lowest competencies, in order — not a generic checklist.
Built for
- Managers whose teams deliver but do not seem to grow, and who suspect the bottleneck is them
- Technical leads promoted for being the best individual contributor in the room
- Heads of function running a leadership development cohort who want a shared, evidence-based baseline
- Founders and senior managers who have been told they are hard to work for without being told why
Find out which of your good intentions is shrinking your team.
Forty-four items in about 30 minutes, then six competency bands, six dials and a growth plan the moment you finish.
₹1,899 (incl. GST) · assessment and full report, nothing further to pay
Frequently asked questions
Whether the people you lead become more capable around you or less. Forty-four items measure six competencies — Capability Building, Empowerment & Delegation, Coaching & Development, Decision Quality, Motivation & Engagement and Self-Awareness — and dial five amplifying disciplines plus one accidental-diminisher tendency. It suits any manager, from a first-time team lead to a head of function, who wants an honest read on habits that are hard to see from the inside.
Not reliably. The 12 situations are written so that the diminishing option is the responsible-sounding one — protecting quality under deadline, keeping the visible work for yourself — and each weight is keyed to published research with a documented rationale. The 30 tendency statements are behavioural rather than aspirational, and several are reverse-keyed, so agreeing with everything flattering produces a flat, incoherent profile instead of a high score.
Around 24 to 32 minutes within a 32-minute window. Immediately afterwards you receive an overall 0–100 score with its band, six banded competencies with coaching interpretations, five discipline dials and the accidental-diminisher dial, a narrative generated from your own responses, a prioritised growth plan and a full item review with the reasoning for every weight. Everything is included; there is nothing further to unlock.
Individually, treat the two lowest dials as your next two development experiments and retake it after six months to see whether they have moved. For a leadership cohort, the shared competency language lets a facilitator compare patterns without ranking people. In a promotion conversation it is a development input, not a verdict; the report is generated from the candidate's own responses and is best read alongside how their team actually performs.
Yes. The situations are set in ordinary workplaces — a deadline, a plan the team likes, a flagging employee — with no market-specific regulation or jargon, and the research base is international. Managers in India, the Gulf, Southeast Asia, Europe and North America sit the same items and receive the same report. It is priced in INR and USD, and the price on this page is the whole price.
Each battery takes one management capability — delegation, coaching, conflict, influence, decision-making, change — and measures it through situational judgement scored against published evidence, with a competency profile, coaching interpretations and a prioritised growth plan. For the level-by-level readiness verdicts, see Leadership & Management Premium.
See the leadership catalogue →Methodology: Original AssessAll scenarios and items operationalising public, peer-reviewed leadership constructs about how leaders multiply or suppress the capability of their people: empowering leadership and delegation of decision authority (Arnold; Lee, Willis & Tian; Yukl); autonomy support and the autonomy/competence/relatedness needs of Self-Determination Theory (Deci, Olafsen & Ryan); intellectual stimulation within transformational leadership (Bass & Avolio); psychological safety and employee voice / implicit voice theories (Edmondson; Detert & Edmondson); developmental coaching (workplace-coaching meta-analyses); growth-mindset organisational climate (Canning, Murphy & Dweck); and micromanagement / controlling leadership as a capability-suppressing derailer. The construct, all six dimension names, the items, scenarios, option weightings, scales and report logic are original works authored by AssessAll using these public academic constructs. This assessment is not derived from, affiliated with, or equivalent to any commercial book or instrument, and it deliberately uses no coined or trademarked vocabulary from any such product; no items are copied or paraphrased from any branded assessment. Situational-judgement scoring is literature-keyed with a documented per-option rationale citing the evidence for each weight. Flagship items are tagged for optional human SME validation.