The Leadership Bench Audit is a transient analysis tool. When you submit your responses, they are processed to generate your personalized report. We do not retain your inputs after the report is generated.
By using this assessment, you acknowledge that:
You have a legitimate business interest in evaluating the leader(s) you are assessing.
You are responsible for the accuracy of the information you provide and for any decisions you make based on the report.
The report is generated as a strategic planning and leadership development tool. It is one input among many in your leadership decisions and is not a substitute for professional HR, legal, coaching, or medical advice.
You will manage the resulting report in accordance with your organization’s confidentiality and data-handling practices.
To minimize data exposure, we recommend entering first names or initials rather than full names when identifying the leader being assessed. No data is shared with third parties beyond what is required to generate your report.
This instrument is protected by copyright. Unauthorized reproduction, distribution, or resale is strictly prohibited.
Questions or concerns: dale@modernleadershipagreement.com
A Strategic Diagnostic for Leaders Who Build Leaders
"You wouldn't run the company without a financial audit. Why are you running it without a leadership audit?"
Modern Leadership Agreement • Dale Robinette
Step 1: Define the Assessment
Select the leadership level being assessed. The audit questions will calibrate automatically to the appropriate behavioral standard for this level.
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Manager
Front-line and mid-level managers. Leading individual contributors or small teams.
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Director / VP
Leading managers and functions. Responsible for cross-team outcomes and functional strategy.
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C-Suite
Enterprise-level leaders. Fiduciaries of the organization accountable to the board and stakeholders.
About the Person Being Assessed
About the Organization
Important Disclaimer — Please Read Before Use
This instrument is intended solely as a strategic planning and leadership development tool. It is not a performance review, a termination basis, or a legally binding assessment. Scores should not be used as the sole basis for any employment decision. Apply consistently across similarly situated roles without regard to any protected characteristic. Consult qualified HR and legal counsel before taking employment action informed by this instrument.
46 question(s) unanswered. Unanswered = scored as 0.
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