Maker to Multiplier™ Assessment

Find the Right Leadership Starting Point.

This 40-question leadership assessment for managers helps identify where your current leadership constraint may be showing up: team leadership, time, delegation, or leadership capacity.

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What It Shows You

Your strongest leadership constraint right now
Your recommended Grow Yourself Academy™ starting point
Which program should come first for your current situation
How the full Maker to Multiplier™ path continues after your starting point

Full Assessment

Which Program Should You Start With?

Most people complete this assessment for themselves. It can also be adapted later for use by a manager, coach, or HR leader to reflect on observed leadership behavior.

For now, complete this as a self-assessment.

Read each statement and rate how often the behavior is demonstrated in your current work.

Use this scale:
1 = Never
2 = Some of the Time
3 = Half of the Time
4 = Most of the Time
5 = Always

Scoring Scale

1Never

2Some of the Time

3Half of the Time

4Most of the Time

5Always

Manager Mastery™

Team leadership, trust, feedback, meetings, conflict, delegation basics, and manager identity.

1. Builds trust through honesty, fairness, and follow-through.

2. Explains expectations clearly before work begins.

3. Helps the team understand which priorities matter most right now.

4. Notices when team members are unclear, overloaded, disengaged, or working in silos.

5. Gives feedback early enough to help people grow before small issues become larger problems.

6. Runs meetings that create decisions, ownership, next steps, or useful alignment.

7. Addresses tension or conflict directly before it grows into a larger problem.

8. Delegates with clear outcomes, deadlines, authority, and follow-up.

9. Measures success by the performance and growth of the team, not only by personal output.

10. Leads as a manager instead of staying trapped as the expert who solves everything.

Executive Time Mastery™

Calendar control, priorities, focus, margin, execution, and leadership energy.

11. Controls the calendar around leadership priorities instead of letting other people’s urgency control the day.

12. Separates urgent work from important work before deciding what gets attention.

13. Protects focused work time for planning, decision-making, coaching, and high-value leadership responsibilities.

14. Avoids saying yes too quickly to requests that dilute focus or create unnecessary overload.

15. Reviews where time is going and adjusts before the calendar becomes unmanageable.

16. Creates margin in the week to think, prepare, follow up, and lead instead of constantly reacting.

17. Manages energy so leadership does not come from exhaustion, resentment, or constant urgency.

18. Reduces unnecessary noise, shifting priorities, and unclear demands for the team.

19. Makes decisions about time based on leadership value, not just availability.

20. Uses a consistent rhythm for planning the week, protecting priorities, and reviewing progress.

Delegation Mastery™

Ownership, authority, standards, visibility, decision-making, and work that keeps coming back.

21. Identifies tasks, decisions, or responsibilities that should no longer be carried alone.

22. Delegates outcomes, not just activities.

23. Clarifies the level of authority before delegating work.

24. Defines what “done” means before assigning work.

25. Follows up in a way that creates accountability without taking the work back too quickly.

26. Allows team members to learn through ownership instead of rescuing them at the first sign of struggle.

27. Notices when work keeps coming back because it was delegated unclearly.

28. Uses delegation to develop people, not just to get tasks off the manager’s plate.

29. Makes standards, checkpoints, and decision boundaries visible before problems appear.

30. Builds people who can think, decide, and own work without needing the manager involved in every step.

Leadership Mastery™

Building leaders, culture, successors, influence, and leadership continuity.

31. Develops people who can lead, not just people who can complete assigned work.

32. Communicates a clear leadership vision that helps people understand where the team is going and why it matters.

33. Shapes culture through repeated behaviors, standards, decisions, and conversations.

34. Gives potential leaders opportunities to practice leadership before they are formally promoted.

35. Coaches others to think through problems instead of making every important decision for them.

36. Builds leadership continuity so the team does not depend entirely on one person’s presence, memory, or effort.

37. Addresses patterns in the system or culture, not just isolated performance problems.

38. Influences peers, stakeholders, and senior leaders without relying only on title or authority.

39. Prepares people to lead through change, pressure, conflict, and uncertainty.

40. Builds leaders who can build other leaders.

Start With the Foundation

Why Manager Mastery™ Comes First for Many Leaders

Most managers are promoted because they were strong producers. Then the job changes. The role is no longer just doing the work — it becomes building trust, creating clarity, giving feedback, leading priorities, and helping other people succeed.

Even if your assessment points to time, delegation, or leadership capacity, Manager Mastery™ remains the foundation of the Maker to Multiplier™ system.

Manager Mastery™ Introduction

Problem. Program. Solution.

The Right Development Starts with the Real Business Problem.

Each Grow Yourself Academy™ Program solves a different leadership constraint. A company can start where the need is strongest. Program positions are reference points—not a required order.

1st Program

Manager Mastery™

From Great Producer to Trusted Leader

Build trust, create clarity, lead priorities, coach performance, improve meetings, resolve conflict, delegate, and become the leader the team needs.

Recommended company starting point

2nd Program

Executive Time Mastery™

From Reactive Calendar to Proactive Ownership

Strengthen control of time, attention, priorities, energy, and leadership capacity so important work gets led—not merely squeezed in.

For overloaded and reactive leaders

3rd Program

Delegation Mastery™

From Doing the Work to Multiplying Through Others

Move from handing off tasks to developing capability, judgment, accountability, ownership, and results through others.

For leaders carrying too much

4th Program

Leadership Mastery™

From Managing Compliance to Building Leaders

Help advanced leaders strengthen culture, shape direction, build influence, develop successors, and create leadership continuity.

Advanced • Enrollment windows

Bonus Program

Force Multiplier™

From Individual Effort to Total Leadership Leverage

Extend leadership development into broader people, systems, capacity, and organizational leverage.

Not a public standalone starting point

We don’t make leadership easy. We make it possible.

Use your result to choose the leadership constraint that matters most right now. Do not try to fix everything at once. Start where the assessment shows the clearest need.

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Find the Right Leadership Starting Point.

What It Shows You

Which Program Should You Start With?

Scoring Scale

Manager Mastery™

Executive Time Mastery™

Delegation Mastery™

Leadership Mastery™

Your starting point is shown above.

Send me my full result

Why Manager Mastery™ Comes First for Many Leaders

The Right Development Starts with the Real Business Problem.

Manager Mastery™

Executive Time Mastery™

Delegation Mastery™

Leadership Mastery™

Force Multiplier™

We don’t make leadership easy. We make it possible.