Objective Leader Assessment™
Awareness is the foundation of lasting leadership growth.
Three measures, not one score
Every OLA report scores each competency three separate ways.
Skills
Assessment of underpinning knowledge.
Answered by The participant
Behaviour
360 feedback survey: is it applied on the job?
Answered by Colleagues
Self-assessment
Personal Ambition Form rating.
Answered by The participant
The gap between outer and inner ring is the finding. High skills with low behaviour is a leader who knows the theory and isn’t using it — precisely what coaching is sold to close.
What it covers
- Self assessment
- Reflect on current leadership strengths, opportunities and behaviours.
- Skills assessment
- Measure confidence and capability across targeted leadership competencies.
- 360 Feedback
- Gather perspectives from managers, peers, direct reports and stakeholders.
- Development plan
- Translate insights into meaningful coaching goals and workplace actions.
Competency framework
Personal Effectiveness
Has a strong focus on achievement, productivity and personal effectiveness, and maintains this through regular self renewal (physical, spiritual, social and mental). Knows own preferred working styles and approaches challenges with integrity, self worth and confidence.
- Personality Profiling
- Using relevant tools to increase team members' self-awareness
- Optimum Skill Indicator: Knows own preferred working styles and adapts this to work effectively with others' different working styles
- Resilience
- Accepting criticism and displaying resilience by persevering
- Optimum Skill Indicator: Maintains personal effectiveness through a proactive focus on well-being and regular self renewal
- Self-confidence
- Having self-belief in your ability to step up and mitigating negative self-talk
- Optimum Skill Indicator: Has a sense of purpose and strives to achieve ambitious goals by focusing on learning and growing skills and knowledge
Decision Making
Accountability
Stakeholder Relations
Conflict Management
Proficiency bands
- 1. Foundational
- 2. Intermediate
- 3. Proficient
- 4. Advanced
- 5. Expert
What makes it different
It is built specifically for leadership development and aligned to Objective Leader’s competency framework. It creates a clear coaching roadmap that supports measurable behaviour change.
The OLA™ helps leaders gain meaningful insights and accelerate development by combining self-reflection, a leadership capability assessment, and stakeholder feedback, so they have a clear view of their strengths, development priorities, and leadership impact.
The assessment is aligned to Objective Leader’s leadership competency framework and can support a focused coaching and development roadmap.
Measuring change over time
A worked example from a coaching engagement: the same competency, measured twice, five hours of coaching apart.
360 improvement index — Motivation
+79
Rated only by 360 respondents — independent of the participant’s own scores and of Objective Leader.
- Aug 2020
33% skills
88% behaviour
Adept
- Jan 2021
87% skills
95% behaviour
Highly Advanced
What a participant receives
The development plan is a curated pathway, not a scorecard. For each sub-capability, it pairs the skills and behaviour indicators with a short quote and a recommended video — something to read and something to watch, not just a number.