What is leadership confidence?
Leadership confidence is not a global feeling of certainty. Leader efficacy includes beliefs about one’s capacity to understand situations, regulate action, perform leadership behaviors, and mobilise the means and collective capability required.
Assess whether your confidence is specific, evidence-calibrated, and connected to action, resources, learning, and collective capability.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does leadership confidence mean?
Leadership confidence is not a global feeling of certainty. Leader efficacy includes beliefs about one’s capacity to understand situations, regulate action, perform leadership behaviors, and mobilise the means and collective capability required.
Why it matters at work
Too little confidence can delay necessary action; overconfidence can suppress evidence and dissent. Useful confidence is specific to the task, updated through feedback, and paired with humility about what the leader and system do not yet know.
What this assessment measures
Agency & action
Believing one can take a useful next step without needing complete certainty or personal control over everything.
Calibration & learning
Matching confidence to evidence, experience, predictability, and feedback while remaining open to correction.
Resources & collective efficacy
Assessing whether people, authority, relationships, tools, and systems can support the intended action.
How to interpret your score
Your overall result is normalised to a 0–100 scale. Use it to choose a practice area, not to compare your worth with somebody else.
Build your leadership confidence foundation
Your answers identify situations where one visible practice could make this capability more dependable.
A developing leadership confidence pattern
You use this capability in some conditions. Focus on the dimension that becomes least reliable under pressure.
A strong leadership confidence pattern
Your answers suggest a reliable pattern. Keep testing it against harder work and evidence from people affected.
Designed for reflection, not diagnosis
The ten behaviour-based statements cover 3 practical dimensions. Responses run from “Never” to “Almost always”; negatively worded items are reverse-scored. Overall and dimension results are converted to a 0–100 scale. The assessment is educational and has not been psychometrically validated.
Read the full assessment methodology and editorial standards.
Research that informed this page
Sean T. Hannah, Bruce J. Avolio, Fred Luthans, and P. D. Harms (2008), “Leadership Efficacy: Review and Future Directions”, The Leadership Quarterly.