Are You C-Suite Ready?

Benchmark Your Executive Readiness.

Measure your leadership capabilities against the 6 core competencies required for high-performing Vice Presidents. Based on the principles from Promotable.

Why Take a Leadership Skills Assessment?

The jump from Senior Management to the Executive Level is the hardest leap in your career.

You got here by being the best at getting things done, by working harder and smarter than everyone else. But to break into the C-Suite, brute force stops working. The rules change, and often, no one tells you the new ones.

You might be crushing your KPIs, yet still missing out on that "tap on the shoulder" for the next level. Why? Because you are likely being judged on Executive Presence and Strategic Thinking, skills that are rarely measured in KPIs.

This isn't a generic management quiz. It is a strategic Executive Leadership Assessment designed to show you exactly what the boardroom is looking for and help you align your approach to meet it.

Whether you are chasing career advancement or trying to silence imposter syndrome, you need to stop guessing. You need objective data to build a leadership development plan that proves you are ready for the VP chair.

Who Needs Executive Coaching & Assessment?

We built this benchmark for high-achievers who are realizing that "management" and "executive leadership" are two completely different sports.

1. The Director Hitting the Glass Ceiling You have been "Next in Line" for two years. You deliver on every project, but feedback from above is vague; phrases like "needs more seasoning" or "needs to be more strategic." You know how to get promoted to VP on paper, but you are missing the unspoken requirements of the role. This assessment translates those vague critiques into hard data.

2. The Newly Promoted VP (Fighting Imposter Syndrome) You got the seat, but the view is overwhelming. You are likely holding onto your old "Director" habits. getting into the weeds and micromanaging execution, because that's what got you here. Now, you need to identify where you are over-indexing on "doing" versus "leading" before burnout sets in.

3. The CEO Building a Bench You are worried about succession. You have strong operators, but you aren't sure if they have the strategic thinking skills to run the P&L without you. You need an objective leadership test to strip away the bias and see who is actually ready to step up.

The 6 Pillars of High-Performance Leadership

This isn't about soft skills; it's about survival skills at the executive level. Our model measures the six competencies that differentiate a "Manager" from a "Vice President."

1. Strategic Thinking (The Firefighter vs. The Architect) Most aspirants are addicted to firefighting. It feels productive. But VPs are paid to prevent fires, not fight them. We assess your ability to escape the daily whirlwind and align long-term vision with immediate action, the ultimate indicator of C-Suite readiness.

2. Execution & Traction Vision without traction is just hallucination. You might have great ideas, but can you mobilize a 50-person department to get them done without you doing the work? We measure how effectively you translate strategy into revenue.

3. People Development (The "Hero" Trap) Are you a multiplier, or are you the bottleneck? If you are the smartest person in every room, you are failing as an executive. This metric measures your ability to stop being the "hero" and start building a machine that runs without you.

4. Change Leadership The market eats static companies for lunch. Leading change isn't just about sending an email update; it's about navigating the emotional turbulence of a team. We score your agility in driving organizational pivots without breaking the culture.

5. Communication & Influence Executive presence isn’t about being the loudest voice; it’s about clarity and influence. Can you command a boardroom? Can you deliver bad news without losing trust? We assess how your message actually lands with stakeholders.

6. Emotional Intelligence (EQ) Your technical skills got you hired; your EQ gets you promoted (or fired). How you handle pressure, conflict resolution, and high-stakes decision-making will define your leadership legacy more than your spreadsheet skills ever will.

Frequently Asked Questions

Is this different from a DISC or Myers-Briggs test?

Night and day. Tools like DISC and Myers-Briggs measure personality and preference—they tell you who you are and how you prefer to work. This leadership skills assessment measures competency and performance—it tells you how well you are actually doing the job. Personality is hard to change; executive skills are learned behaviors that you can build. We focus on the build.

How can I actually improve my Strategic Thinking skills?

"Strategic Thinking" is usually just a vague buzzword used to hold people back. To improve it, you need to know exactly where you are getting stuck in the weeds. Are you failing to delegate? are you risk-averse? or are you just addicted to solving operational problems? The assessment isolates these specific behaviors so you can stop doing them and start leading.

Do I need an Executive Coach to interpret the results?

No, the report is written in plain English, not academic jargon. However, many leaders use their results as a "Contract for Growth"—a baseline to begin a conversation about executive coaching to accelerate their trajectory. If you are ready to close your gaps faster than trial-and-error allows, contact us here to discuss coaching options.

Is my data private?

Your privacy is non-negotiable. We use stripped, anonymized scoring data to keep our global leadership benchmarks accurate, but your personal identity and specific report are never shared with anyone but you.