You got promoted. The job is now different.

Anyone leading people for the first time, usually promoted from a team they were part of. The defining feature is not seniority but the change in how results happen: your output stops being what you produce and becomes what your team produces. Most organisations promote for individual excellence and then leave the person to work out the new job on their own.

This is the misunderstanding that costs the most. Technical excellence is what got you promoted and it is now roughly a quarter of the job; the rest is delegating, deciding, giving feedback and noticing what people need. The strongest specialists often make the hardest transition, because doing it themselves is faster in the short term and it keeps working right up until the team stops growing.

Yes, and it works better as a cohort than alone. Have everyone answer separately, then compare the dimension scores across the group. A shared low score is a design problem in how the organisation promotes and supports managers, not twelve individual weaknesses, and it tells you exactly what a programme should cover.

A score for each of the four dimensions with what your level actually means, the one to fix first, three things to try this week, and what to read next. You can save the whole thing as a PDF and take it to your own manager.

No. The scoring happens in your browser. When you ask for the report we receive your contact details and the summary — your score, the dimension breakdown and your focus area — so a trainer can follow up usefully, but never your individual answers.