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Pipeline to Prosperity

All organizations know they should be focused on leadership development, but the degree to how much is implemented and the degree of success is vastly different between organizations. 

This assessment will help give you an idea of how successful your organization currently is with identifying and developing future leaders and insight into areas you might want to address. 

If you would like your results emailed to you, please add your name to our list at the end, and you'll recieve a free gift!

©2023 Rise Up Consulting, All Rights Reserved.  May not be used or shared without written consent.

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Question 1 of 15

Do you use assessments for role fit for the next leadership position in your succession planning?

A

Yes

B

We use past experience and success

C

We thought of it but didn't know where to start

Question 2 of 15

Have you figured out what makes a leader successful at each level of leadership?

A

Yes

B

No

Question 3 of 15

Do you consider the professional development goals of the individual and their motivation when considering potential future leaders?

A

Yes

B

No, leadership sees their potential and we strongly encourge them to lead

C

We have a system for combining individual motivations and leadership's view of the high potential

Question 4 of 15

Do you offer the next leadership role based on previous experience/success?

A

Yes

B

No

C

Sometimes

Question 5 of 15

Do you offer the next leadership position based on the potential of the employee?

A

Yes

B

No, previous success

C

Haven't thought about it before

Question 6 of 15

If you do base consideration of the next leadership position on their potential, how does your organization do this?

A

Leadership team looks for potential

B

Individual contributor communicates their own potential

C

Combination of both

D

We haven't considered potential in our previous leadership succession planning before (but know we should)

Question 7 of 15

Have you developed a vision for your organization for the next 3-5 years that has been communicated throughout your organization?

A

Yes

B

No, our vision is really about our goals for the year

C

Executive leadership is aware of our vision, but not the whole organization

Question 8 of 15

Do you have a strategy to match the vision?

A

Yes, we will work really hard

B

Yes, we have created a strategic plan

C

No, our plan is what we have always done

Question 9 of 15

Has your leadership team defined the culture at your organization?

A

Yes, we understand the values, behaviors, and unwritten rules on what is acceptable

B

Our employees just understand culture, they don't need it defined

C

No, but it's something we've always wanted to do

Question 10 of 15

Have you identified the type of leaders your organization will need in the future to execute your vision, strategy, and goals?

A

Yes

B

No

Question 11 of 15

Do you focus on the individual's talents and strengths in a future leadership role, or how well they will fit with the rest of the leadership team's synergy?

A

Talents and strengths in a future leadership role

B

How well they will synergize with the rest of the leadership team

C

Both

Question 12 of 15

Is your leadership development plan (succession planning) aligned to the vision, culture, and strategy of your organization?

A

Yes, we have it all written down and communicate it consistently

B

Our leadership development plan is based on best practices of leadership

C

We didn't think to connect all components together before

Question 13 of 15

Do you develop leaders before they are promoted or after they are given the promotion?

A

Before the promotion

B

After the promotion

C

We assume the leader can learn on their own, that's why we promoted them in the first place

Question 14 of 15

Do you give leadership candidates opportunities to showcase their leadership skills before the promotion?  (Do they get to see what leadership is like before they get promoted?)

A

Yes, we have a strategic plan

B

No, we hadn't thought about that before

Question 15 of 15

Is your leadership succession plan transparent?  

A

We like to think so

B

Yes, qualities, characteristics, talents needed in each role are defined and communicated to everyone in the organization

C

No, but we want to work on this

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