Ten dimensions. One honest read on how close you actually are.
The same criteria I watched decide hiring and promotions.
Director Readiness Scorecard
The Director Readiness Scorecard
Weighted the way promotion decisions weigh them.
- 15%Strategic MindsetHow you think and operate at system level beyond your immediate remit
- 15%Influence & Stakeholder LeadershipHow you move people and decisions without formal authority
- 10%Executive PresenceHow you show up in high-stakes situations
- 10%Self-Leadership & Inner AuthorityHow you relate to your own authority and capability
- 10%Business & Commercial AcumenHow confidently you operate in the commercial and financial language of the organisation
- 10%Visibility & Personal BrandHow clearly your value is seen beyond your immediate team
- 10%Leadership of PeopleHow you develop and multiply capability in others
- 10%Decision Making & OwnershipHow you operate in ambiguity and take full accountability
- 5%Digital & AI Leadership ReadinessHow confidently you lead in and through an AI-enabled workplace
- 5%Learning Agility & AdaptabilityHow you grow from experience and adapt to genuinely new situations
Your result scores each one separately, names the two worth your attention next, and explains what a low read on them actually costs. Every question is my own, written for the move to director.
Dimension 1 of 10
Strategic Mindset
score weight
Answer all questions on this dimension to continue.
Your results
Your results
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Where to focus first
Dimension breakdown
Your weighted total
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How this is calculated
This is a practitioner-developed framework, not a clinically validated psychometric instrument. Its credibility rests on four foundations.
1Original Indicators
All 40 indicators are original to this scorecard, written for one transition only: senior manager to director.
2Practitioner Evidence Base
Built on a decade in Talent Acquisition, including in-house executive hiring and partnering with executive search firms: observing, across hundreds of hiring and promotion decisions, what actually differentiates the candidates who advance from those who don’t.
3Behavioural Framing
Indicators are framed as recent observable behaviours rather than attitudes or self-perceptions, reducing social desirability bias. “In the last 30 days” and “in the last 60 days" framing anchors ratings to evidence, not aspiration.
4Weighted Differential Scoring
Dimensions are weighted to reflect their differential importance at director level. Strategic Mindset and Influence carry more weight than Learning Agility because promotion decisions at this level turn on them more often. Weights are transparent and explained.
Dimension weights
| Dimension | Weight |
|---|---|
| Strategic MindsetHow you think and operate at system level beyond your immediate remit | 15% |
| Influence & Stakeholder LeadershipHow you move people and decisions without formal authority | 15% |
| Executive PresenceHow you show up in high-stakes situations | 10% |
| Self-Leadership & Inner AuthorityHow you relate to your own authority and capability | 10% |
| Business & Commercial AcumenHow confidently you operate in the commercial and financial language of the organisation | 10% |
| Visibility & Personal BrandHow clearly your value is seen beyond your immediate team | 10% |
| Leadership of PeopleHow you develop and multiply capability in others | 10% |
| Decision Making & OwnershipHow you operate in ambiguity and take full accountability | 10% |
| Digital & AI Leadership ReadinessHow confidently you lead in and through an AI-enabled workplace | 5% |
| Learning Agility & AdaptabilityHow you grow from experience and adapt to genuinely new situations | 5% |
Score interpretation bands
Read your score as the start of a conversation, not a verdict.