How to Conduct a Leadership Assessment with HIGH5

At a glance:

To conduct a leadership assessment, start by defining the leadership capabilities you want to measure. Select a validated leadership assessment tool and explain the process clearly to participants. Administer the assessment, collect feedback from multiple sources, and review the results. Use the insights to create a strengths-based development plan. Tools such as the HIGH5 Leadership Assessment support objective insights and practical development actions.

People sitting on chair in front of table while holding pens during daytime

Introduction

Leadership capability strongly influences team performance, retention, and long-term results. Many organizations still rely on personal opinions or informal feedback. This limits accuracy and consistency.

A structured leadership assessment brings clarity and fairness. Strengths-based tools such as the HIGH5 Leadership Assessment focus on observable behavior and natural talent. Leaders can apply the results directly to daily work.

This guide explains how to run a leadership assessment from start to finish. It covers preparation, execution, and follow-up.

What is a leadership assessment?

A leadership assessment is a structured evaluation of how a person leads, influences, and supports others toward shared goals. It focuses on behavior rather than opinion. These assessments typically examine:

Communication
Decision-making
Emotional intelligence
Problem-solving
Team leadership
Accountability
Strategic thinking
Ability to inspire others

Leadership assessments generate actionable insights for development, hiring, promotion, succession planning, and building high-performing teams.

Common types of leadership assessments

Organizations use several assessment formats. Each serves a different purpose.

Strengths-based assessments – highlight natural talents.
360-degree leadership feedback – collects input from managers, peers, and reports.
Situational judgment tests (SJTs) – measure decision responses.
Behavioral and competency-based assessments – review observable actions.
Leadership simulations or role plays – test leadership behavior in real time.
Personality assessments – provide additional context.

Strengths-based tools lead to higher engagement and faster development by identifying what leaders naturally do best.

Benefits of conducting a leadership assessment

A leadership assessment provides value at both the individual and organizational levels. It creates a shared language around leadership behavior and supports consistent decision-making. The benefits extend beyond development and influence engagement, retention, and long-term performance. The most common outcomes are outlined below.

1. Better promotion and leadership selection

Objective insights help avoid bias and identify true leadership potential.

2. Stronger leader development

Strengths-focused development supports faster and more sustainable growth.

3. Higher team engagement and morale

Leaders who operate from their strengths create healthier, more motivated teams.

4. Clear leadership pipelines

Assessments show readiness for expanded responsibility.

5. Greater self-awareness

Leaders gain clarity about their behaviors, tendencies, and impact on others.

6. Reduced turnover and leadership bottlenecks

Leaders who fit their roles tend to stay longer and perform better.

What makes HIGH5 different

HIGH5 uses a strengths-based framework grounded in positive psychology. It avoids negative labels and focuses on practical behavior. The tool works for individuals, teams, and organizations. A free version is available.

When to conduct a leadership assessment

Leadership assessments are useful during promotions, role changes, team restructuring, and leadership training programs. They also support:

Annual performance reviews
Succession planning initiatives
Conflict resolution efforts
Early identification of high-potential talent

Any situation that requires leadership clarity can benefit from assessment data.

How to conduct a leadership assessment (Step-by-step process)

This is the core section designed to rank for how to conduct a leadership assessment.

Step 1: Define the purpose and scope

Clarify why the assessment is taking place. Decide which leadership behaviors matter most. Identify the target group and intended use of the data. Clear intent guides tool selection and communication.

Add a leadership competency model

Consider defining competencies such as:

Vision and strategy
Communication
Collaboration
Decision-making
Conflict resolution
Emotional intelligence
Execution and accountability

HIGH5 strengths map naturally onto these competencies, making interpretation simpler.

Step 2: Select the right assessment tool

Choose a tool that is validated, behavior-based, strengths-focused, easy to use, and scalable. Insights should translate into action.

HIGH5 meets these criteria. It uses clear language, requires limited time, applies to all leadership levels, and avoids negative scoring. It can be combined with 360-degree feedback for broader insight.

Step 3: Communicate the process clearly

Explain the purpose, timing, data use, and follow-up steps. Confirm who will see the results. Clear communication increases participation and data quality.

Step 4: Administer the assessment

Provide clear instructions and deadlines. Encourage a quiet environment with minimal interruptions. The HIGH5 Leadership Assessment is digital and works on any device.

Step 5: Gather additional data

A strong leadership assessment uses multiple data sources, not just one tool.

Recommended inputs:

Manager feedback
Peer reviews
Self-assessment worksheets
KPI performance data
Stakeholder feedback
Behavioral observations
360 leadership feedback cycles

This creates a more comprehensive “leadership capability profile.”

Step 6: Review and interpret results

Once all data is collected, identify key strengths, behavior patterns, and development areas. Compare self-perception with external feedback. Group insights into themes.

HIGH5 reports include themes of strength, leadership style indicators, behavioral patterns, and development suggestions.

Step 7: Create a leadership development plan

Focus on two to four core strengths. Add a small number of growth areas.

Your plan should include:

SMART goals
Real-world practices to apply
A timeline (30/60/90 days or quarterly)
Success metrics

Example development goal

Goal: Improve decision-making speed
Strength leveraged: Strategist
Action: Use a weekly rapid-decision framework
Timeline: 3 months
Measurement: Reduced delays in project approvals

HIGH5 provides strengths-based development tips tailored to each individual’s results.

Step 8: Share results through a debrief

A 30–60-minute coaching conversation helps turn insights into action.

In the debrief:

Start with strengths
Review assessment results together
Connect results to real work situations
Discuss surprises or blind spots
Agree on development goals
Identify strengths to use more intentionally

This builds trust, motivation, and ownership.

Step 9: Track progress and reassess

Leadership growth requires follow-up. Use regular check-ins, feedback, and performance indicators. Reassessment every six to twelve months shows progress over time.

Leadership assessment example (Template + walkthrough)

Example leader profile:

Top Strengths: Strategist, Coach, Empathizer, Deliverer, Optimist
Leadership Style: Vision-oriented and people-centered
Behavioral Tendencies: Mentors others, simplifies complexity, builds trust

Mapped competencies

Competency	Strength	Behavior
Communication	Empathizer	Creates space for open dialogue
Strategic thinking	Strategist	Identifies patterns and long-term opportunities
Team development	Coach	Helps others grow intentionally
Execution	Deliverer	Ensures commitments are met

Common mistakes to avoid

Even well-planned leadership assessments can fall short without the right approach. Certain missteps reduce trust, limit insight, or stop progress after results are shared. Awareness of these common issues helps ensure the assessment leads to meaningful development rather than unused data.

1. Relying on one data point

A single assessment rarely provides enough context.

2. Using deficit-based evaluations

This lowers morale and inhibits growth.

3. Lack of follow-up

Insights without coaching = no real change.

4. Choosing unvalidated tools

Stick to scientifically grounded methods.

5. Treating the assessment as a performance score

Leadership assessments are developmental, not judgmental tools.

HIGH5 leadership assessment overview

The HIGH5 Leadership Assessment identifies natural strengths and leadership behavior patterns. It supports individual growth, coaching, and team development. Results are practical and easy to interpret.

Why organizations use HIGH5

Fast, modern, and science-based
Accessible for all levels of leadership
Actionable, easy-to-interpret results
Ideal for leadership programs, coaching, and team development

FAQs about conducting a leadership assessment

What makes a good leadership assessment?

A strong leadership assessment is grounded in research and focuses on observable behavior. It provides clear insights that leaders can apply in their daily work. The results should support development rather than ranking or judgment.

How long does it take?

Most leadership assessments take between 15 and 45 minutes to complete. The exact time depends on the tool and the number of added feedback sources. Shorter assessments often improve completion rates without reducing insight.

Can you use leadership assessments for hiring?

Leadership assessments can support hiring when combined with interviews and performance-based methods. They should never be the sole decision factor. Ethical use requires transparency and consistent application across candidates.

What if a leader receives unexpected or low results?

Strengths-based assessments do not assign negative scores. Results highlight patterns and development opportunities. Coaching and follow-up conversations help leaders interpret feedback constructively and plan next steps.

How do I run this for a full team?

Scalable tools provide individual and team reports without adding complexity. Team-level insights show shared strengths and gaps. This supports targeted development and alignment across groups.

Conclusion

Conducting a leadership assessment is no longer limited to routine HR activity. It is a strategic advantage for organizations that want clarity, consistency, and direction across leadership levels. Strong assessments replace guesswork with observable behavior and reliable data.

A structured, strengths-based approach helps leaders see how they lead and where their natural talents show up at work. Clear insight supports better development conversations and more focused growth actions. Combined with coaching, feedback, and follow-up, leadership assessments support engagement, performance, and long-term progress.