Leadership Competency Assessment
Leadership Assessment: Objective Data for Better People Decisions
G&T Power gives you reliable, scientifically validated scores for the four leadership competencies that predict actual performance — so every hire and promotion is backed by data, not instinct.
Assess your leadersThe Problem: Assessing Leaders Is Hard
Most organisations rely on approaches that look rigorous but consistently underperform when it comes to predicting actual leadership effectiveness.
Interviews assess confidence, not competency
Structured or unstructured, interviews systematically favour candidates who are articulate, socially skilled, and good at self-promotion. These traits correlate weakly with the ability to lead teams, drive change, or navigate complex situations. The result: confident but ineffective leaders get promoted while capable but quieter people are overlooked.
Domain expertise doesn't predict leadership success
The best engineer doesn't automatically become the best engineering manager. Subject-matter expertise is necessary but not sufficient for leadership. The skills needed to lead people — adaptability, systemic thinking, execution ability, effective communication — are entirely different competencies that technical experience does not develop by default.
Assessment centres are expensive and slow
Traditional assessment centres provide rich data but require days of participant time, trained assessors, and significant budget. They are impractical for assessing more than a handful of candidates or employees at a time — and they are simply not viable for routine talent decisions.
What G&T Power Measures
G&T Power assesses four competencies that research has repeatedly identified as the core predictors of leadership performance. The assessment covers 17 unique skills in total — with 3 cross-competency "super-skills" that appear across multiple competencies — and each skill is assessed three times in different situations to ensure reliable, generalisable results.
Every skill is scored on a 0–10 scale across four performance bands: Acceptable, Good, Excellent, and Outstanding (top 3–5%).
Systemic Thinking
Seeing the bigger picture, understanding cause-and-effect, and making decisions that account for the whole system. Leaders who score high here make better strategic decisions and avoid creating new problems while solving old ones.
Execution Ability
Translating plans into action and delivering results despite obstacles. High scorers cut through complexity, maintain focus, and drive their teams to completion even when conditions are difficult.
Effective Communication
Influencing, aligning, and engaging others through clear and purposeful communication. This covers listening, giving feedback, navigating disagreement, and building trust across different stakeholders.
Adaptability
Updating beliefs and behaviours in response to new information, change, or setbacks. High scorers learn quickly, adjust course decisively, and bring their teams through uncertainty without losing momentum.
Use Cases
G&T Power is designed for the full range of leadership talent decisions — from first-time candidate screening to ongoing development planning for senior teams.
Hiring
Compare candidates on the same objective scale, independent of interview performance or resume presentation. Identify candidates whose competency profile fits the specific demands of the role — not just who interviewed best.
Promotion
Identify who is genuinely ready to take on more leadership responsibility. Compare internal candidates against the competency requirements of the new role — not just their performance in the current one.
Talent Pool
Systematically identify future leaders across the organisation before positions open up. Build a pipeline of assessed, ready-to-develop talent rather than scrambling to fill vacancies reactively.
Development
Target coaching and development precisely to the specific skills where each leader has the greatest gaps. Stop guessing about development priorities — start from objective data showing exactly what needs to grow.
Your Reports
Each completed assessment generates a suite of structured reports you can use immediately in your people decisions. Reports are available as soon as the assessment is complete — no waiting, no manual processing.
Individual Competency Profile
A complete breakdown of the individual's scores across all four competencies and 17 skills. Each skill is displayed on the 0–10 scale with its performance band (Acceptable / Good / Excellent / Outstanding) and a narrative interpretation. This is the core document for individual feedback and development conversations.
Comparison with Outstanding Performers (top 3–5%)
Overlay the individual's profile against the benchmark profile of the top 3–5% of all respondents in the normative database. This comparison immediately shows where the individual is already at an outstanding level and where the distance to high performance is greatest — essential data for prioritising development or evaluating readiness for senior roles.
Comparison with Task-Type Referent Profiles (4 standard types)
G&T Power provides referent competency profiles for four standard leadership task types: Entrepreneurial (new initiative creation), Structuring & Stabilisation (building processes and order), External Pressure (driving results under rapid change or resource constraints), and Deep Change (transforming entrenched habits and culture). Compare the individual's profile against any of these four referent profiles to identify fit — and gaps — for specific role types.
Start with a free demo
See the assessment and reports for yourself. The interactive demo takes a few minutes and shows you exactly what you'll get.
Try the demo for free