Executive Presence & CommunicationTen minutes with the executive team and a mountain of analysis behind you. Where do you start?
Twenty-four items — eight senior-communication situations, one evidence question and 15 behavioural statements — measure whether you lead with the decision, stay credible under challenge, read the room and know the impression you create. Four banded competencies, a narrative and a growth plan come back.
Walking them through the full analysis scores lowest
The eight situations are the senior moments where instinct undercuts presence. You have ten minutes with executives to land a complex recommendation and rich analysis behind it. Before a high-pressure presentation you notice you either over-prepare and over-talk or freeze. In a high-stakes forum you are asked something you genuinely do not know. The evidence question asks what most reliably conveys presence to senior leaders, and the tempting answers are volume and polish. The options include the full walk-through, every option you weighed, the headline with nothing behind it, and the move that actually lands.
Options are weighted against public research on executive communication that leads with the decision and its impact, on presence as candour plus command of the substance, on composure under challenge and candour about the limits of one's knowledge, on situational awareness in a room, on the warmth and competence dimensions of trust, and on intent-versus-impact self-awareness. Each weight carries a written rationale. The bank is original AssessAll work; no presentation-skills brand or executive-coaching vocabulary is used. The 15 behavioural statements ask how you actually behave in front of senior people, with reverse-keyed items to catch the polished self-report.
The report bands Stakeholder Communication, Self-Awareness, Resilience & Composure and People Acumen beneath a 0–100 score, each with a coaching interpretation for the next senior meeting. A narrative generated from your own responses says which habit gives you presence and which quietly costs it. The growth plan is built from the lowest competencies and proposes specific practices — a one-sentence recommendation before any slide, a phrase for not knowing, a pattern check before high-pressure moments — and the item review explains every weight so you can see what the full walk-through cost you.
What you walk away with
Stakeholder Communication, Self-Awareness, Resilience & Composure and People Acumen each land in Emerging, Developing, Strong or Exceptional beneath your 0–100 score. The radar shows the common shapes — the articulate manager who cannot read the room, the composed one who buries the recommendation.
Each band carries a coaching paragraph about what it does in practice: how Developing on Stakeholder Communication opens a ten-minute slot, what Strong on Resilience & Composure says when asked something it does not know. Written for the meeting, not the training room.
Built from your lowest competencies, the plan proposes specific moves — the recommendation-first opening, a candour phrase for the limits of your knowledge, a room-reading habit — each usable at the next senior meeting rather than after a course.
The item review shows your choice, the evidence-favoured option and the rationale for each weight across all 24 items. Where you presented every option to show thoroughness, the explanation shows how a senior audience reads that, which is not as thoroughness.
The report, in three panels
Illustrative sample — your report is generated from your own responses.
One number, one band, and a two-sentence summary of what the band means for you — then the breakdown that explains it.
Every competency this test declares, scored from the items tagged to it — so the shape is yours, not a template.
Assembled from your lowest competencies, in order — not a generic checklist.
Built for
- Managers who now present to executive committees, boards or investors
- Senior specialists whose expertise is undervalued because of how it is presented
- High-potential employees being prepared for visibility with senior leadership
- L&D teams designing an executive-communication programme on an evidence baseline
The room decides in the first minute. Find out what yours is deciding.
Twenty-four items in about 28 minutes, then four banded competencies, a narrative and a growth plan delivered immediately.
₹999 (incl. GST) · assessment and full report, nothing further to pay
Frequently asked questions
Whether you land a message with senior audiences, stay composed and credible under scrutiny, read the room and adjust, and understand the impression you create. Four competencies — Stakeholder Communication, Self-Awareness, Resilience & Composure and People Acumen — are measured through eight senior-communication situations, an evidence question and 15 behavioural statements. It suits managers who present to executive committees, specialists whose expertise is under-heard, and high-potential employees being prepared for visibility.
Each option is weighted against published research on executive communication, presence, composure and the warmth-competence basis of trust, with a written rationale per weight. Confidence helps less than expected, because the situations are built so that the polished move — the full analysis, every option weighed, a smooth answer to something you do not know — is the weaker one. Reverse-keyed behavioural statements make a uniformly poised self-report read as inconsistent.
Around 22 to 30 minutes within a 28-minute window. You receive a 0–100 score with its band, four banded competencies with coaching interpretations, a radar, a narrative generated from your own responses, a strengths-and-development summary, a growth plan built from your lowest competencies and a full item review with the evidence behind each weight. Everything is included and there is nothing further to unlock.
L&D teams use it as a baseline before an executive-communication programme so coaching targets the actual gap — room-reading rather than slide design, for instance — and as a retake to show movement. Talent teams use the bands to prepare high-potential employees for senior exposure. Individually, the growth plan is the checklist for your next executive meeting; retake after six months and compare.
Yes. The situations are generic senior moments — a ten-minute slot, a hard question, a high-pressure presentation — and the research base is international. Norms of directness differ, and the interpretations note how a band reads in more hierarchical or more informal settings. Managers in India, the Gulf, Europe, Southeast Asia and North America sit the same items. 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, well-established constructs: executive communication that leads with the decision and impact; presence as candour plus command of the substance; composure under challenge and candour about the limits of one's knowledge; reading the room / situational awareness; the universal warmth and competence dimensions of trust (Fiske, Cuddy & Glick); and intent-versus-impact self-awareness. Situational-judgement scoring is literature-keyed with a documented per-option rationale citing the evidence for each weight. Generic public constructs only; no trademarked instrument names or vendor-coined vocabulary, and no items copied or paraphrased from any branded assessment. Flagship items are tagged for optional human SME validation.