Manager Effectiveness Diagnostic (Advanced)Promoted from star performer to manager and still doing the hardest work yourself? Start here.
Thirty-six items — 16 management dilemmas, three evidence questions and 17 behavioural statements — measure calibrated delegation, feedback that changes behaviour, accountability with safety and coaching versus directing. Six banded competencies, a 60% pass mark and a growth plan come back.
In brief
Manager Effectiveness Diagnostic (Advanced) is an online assessment in AssessAll's Leadership & Management Catalogue line, with 36 scored exercises taking about 34 minutes. It measures leadership identity, decision quality, difficult conversations and accountability & ownership, plus 2 more. It is built for managers with two or more years in role who have outgrown introductory management training.
| Format | Online, one sitting |
|---|---|
| Duration | About 34 minutes |
| Scored exercises | 36 |
| What it measures | Leadership Identity, Decision Quality, Difficult Conversations, Accountability & Ownership, Prioritisation & Focus, Stakeholder Influence |
| Built for | Managers with two or more years in role who have outgrown introductory management training; Star performers promoted to lead the team they used to be part of; HR business partners building a manager-capability baseline across a business unit |
| Scoring | Evidence-keyed |
| Report | Available immediately after submission |
| Currencies | INR and USD |
Harder than any first-time-manager course, by design
The 16 dilemmas are set three months and three years into a management job: you now manage the team you used to outshine and still hold the most visible work; a decision could be made quickly by you or slowly by a team that knows more and must live with it; you have said your door is always open and people still stay quiet until problems are large; two reports need direction, one skilled but demoralised, the other eager but not yet able. Each option is something a competent manager does. Choosing between them is the test.
Every option is weighted against public management-science evidence — managerial derailment, delegation as transfer of authority, feedback intervention research, psychological safety paired with standards, employee voice, goal-setting theory, the crowding-out of intrinsic motivation and the contingency logic of coaching versus directing — with a written rationale for each weight. The bank is original AssessAll work using generic constructs; no vendor's coined vocabulary appears. The 17 behavioural statements describe what you do under pressure rather than what you believe, and several are reverse-keyed.
Six competencies are banded separately: Leadership Identity, Decision Quality, Difficult Conversations, Accountability & Ownership, Prioritisation & Focus and Stakeholder Influence. The report shows your 0–100 score against the 60% pass mark, a radar of the six bands, a narrative generated from your own responses, and a growth plan that begins with the two lowest. The item review lays out the reasoning behind all 36 keys, so a manager who kept the hardest work can read precisely why that choice bottlenecks a team rather than protecting it.
What you walk away with
Leadership Identity through Stakeholder Influence come back as Emerging, Developing, Strong or Exceptional, with a coaching interpretation for each. The radar makes the shape obvious — the decisive manager who avoids hard conversations, the caring one who never sets the bar.
Your 0–100 score is shown against the 60% pass mark used by organisations that sit managers through it as a development gate. The mark is a threshold on applied judgement, not a certificate, and the report explains what the band above and below it typically looks like.
Built from your lowest competencies, the plan proposes specific actions: which piece of visible work to hand over this month, how to restructure the one-to-one with the demoralised expert, what to say instead of an open-door invitation.
Every item shows your choice, the evidence-favoured option and the published reasoning behind the weight. Experienced managers tend to disagree with two or three; the rationale is there so the disagreement becomes a development conversation rather than a shrug.
What comes back
Illustrative sample — your report is generated from your own responses.
Band edges at 40, 60 and 80. Each band carries its own coaching interpretation for that competency.
One number, one band, and a two-sentence summary of what the band means for you — then the breakdown that explains it.
Assembled from your lowest competencies, in order — not a generic checklist.
Built for
- Managers with two or more years in role who have outgrown introductory management training
- Star performers promoted to lead the team they used to be part of
- HR business partners building a manager-capability baseline across a business unit
- Senior managers preparing to move from managing individuals to managing other managers
Getting results through others is a different job. Measure how far you have switched.
Thirty-six items in about 34 minutes, then six competency bands, a pass-mark result and a growth plan delivered immediately.
₹1,699 (incl. GST) · assessment and full report, nothing further to pay
Frequently asked questions
It assumes you already manage people and asks about the calls that separate managers who get results through others from those who bottleneck a team: whether to keep the hardest work, when to involve the team in a decision, why the open door is not working, how to direct two very different reports. The 16 dilemmas, three evidence questions and 17 behavioural statements measure six competencies, and the stretch items are pitched at experienced managers.
Each option carries a weight keyed to published management research with a written rationale, and the strongest option is often the one that sounds least like a management textbook — handing over the visible work, for example, rather than out-delivering to prove your value. Reverse-keyed behavioural statements catch the impression-managed response. The 60% pass mark is a threshold on applied judgement, not a memory test.
Roughly 26 to 34 minutes within a 34-minute window. You receive a 0–100 score against the pass mark, six banded competencies with coaching interpretations, a radar, a narrative generated from your own responses, a strengths-and-development summary, a prioritised growth plan and a full review of all 36 items with the reasoning behind each weight. Nothing is held back and there is nothing further to unlock.
Organisations use it in three ways: as a pre-programme baseline so a management course targets real gaps, as a structured input to promotion panels alongside performance data, and as a six-month retake to show movement. It is a competency battery with a banded profile rather than a readiness verdict, so it works best as evidence in a conversation, not as the conversation itself.
Yes. The dilemmas describe universal management moments — a promoted expert, a quiet team, a reluctant delegation — and the research base is drawn from international peer-reviewed work, so managers in India, Singapore, the UK, the Gulf or the United States receive the same items and the same report. The assessment is priced in INR and USD, and the price on this page is the full 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 management-science constructs: managerial derailment (Hogan); delegation and the transfer of decision authority (Yukl); Feedback Intervention Theory and the task-vs-self attentional locus (Kluger & DeNisi); psychological safety paired with accountability (Edmondson); employee voice and implicit voice theories (Detert & Edmondson; Morrison); goal-setting theory and its moderators, including learning vs outcome goals (Locke & Latham); Self-Determination Theory and the crowding-out of intrinsic motivation (Deci & Ryan); and the contingency logic of coaching vs directing matched to task-specific competence and commitment. Situational-judgement scoring is literature-keyed with a documented per-option rationale citing the evidence for each weight. Generic public constructs are used throughout; no trademarked instrument names or any single vendor's coined vocabulary are used, and no items are copied or paraphrased from any branded assessment or programme. Flagship items are tagged for optional human SME validation.
Beyond the assessment · Measure. Plan. Learn. Coach. Prove it.
What should you do after taking the Manager Effectiveness Diagnostic (Advanced)?
Use the report as a baseline, not a verdict. Turn it into an individual development plan on Jobulary, with three objectives for the next 90 days; practise the gaps with the One-to-One Meeting Templates and Feedback Kit on Bodhih.org; and, for a team, run the Leadership Skills For Mid Management programme with Bodhih Training. Then take the Manager Effectiveness Diagnostic (Advanced) again to see what moved.
- Step 1 · Plan · Jobulary
Turn your report into a development plan
Three outcome objectives for a 90, 180 or 365-day cycle, a 70/20/10 path, and a re-measure that counts growth only when it is larger than measurement error. The plan stays yours when the job changes. Free to start.
Start a plan on Jobulary - Step 2 · Learn · Bodhih.org
Practise what the report flags
- Pro KitOne-to-One Meeting Templates and Feedback KitRun one-to-ones your team values: e-book, tracker workbook, agenda forms, 150 questions, feedback scripts and review prep templates. See what's…
- Pro KitTeam Goals and OKR Cycle Kit
- Trainer ToolkitGoal Setting Trainer Toolkit
Pro Kits, business simulations, online courses and trainer toolkits, priced in INR and USD.
- Step 3 · Train · Bodhih Training
Train the whole team
- Classroom programmeLeadership Skills For Mid ManagementLeadership Skills For Mid Management by Bodhih, customised to your team and delivered in person or live virtual.
- Classroom programmeCoaching for Managers
- Classroom programmeSenior Manager Leadership Program
Customised, instructor-led programmes, in person or live online. Since 2008: 2,000+ companies and 18,000+ programmes.
AssessAll, Jobulary, Bodhih.org and Bodhih Training are Bodhih companies. Use one, or close the loop: measure here, plan, learn, then sit the Manager Effectiveness Diagnostic (Advanced) again to see what changed.
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