What is leadership development practice?
Leadership development expands a person’s and group’s capacity to create direction, alignment, and commitment through experience, feedback, reflection, relationships, and deliberate practice.
Review whether your development is tied to real leadership challenges, varied experiences, feedback, reflection, and observable changes in collective capability.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does leadership development practice mean?
Leadership development expands a person’s and group’s capacity to create direction, alignment, and commitment through experience, feedback, reflection, relationships, and deliberate practice.
Why it matters at work
Consuming leadership content is not the same as development. Growth becomes more credible when learning is applied in real situations, supported by other people, reviewed against evidence, and transferred into shared capability.
What this assessment measures
Relevant challenge
Choosing development goals connected to real responsibilities and appropriately difficult experiences.
Feedback & relationships
Using mentors, peers, feedback, observation, and psychological safety to see blind spots and alternatives.
Reflection & transfer
Extracting learning, changing behavior, and improving the group’s capacity beyond the individual.
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 development practice foundation
Your answers identify situations where one visible practice could make this capability more dependable.
A developing leadership development practice pattern
You use this capability in some conditions. Begin with the dimension that becomes least reliable under pressure.
A strong leadership development practice pattern
Your answers suggest a reliable pattern. Keep testing it against harder work and feedback 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
David V. Day (2000), “Leadership Development: A Review in Context”, The Leadership Quarterly.