High-potential readiness 360
Add evidence to succession discussions and separate confidence, ambition and visibility from readiness for broader responsibility.
- Questions
- 12
- Reviewer time
- About 5 mins
- Typical cadence
- Before a talent review, succession decision or stretch assignment
What this assessment is for
Potential decisions can reward confidence or similarity to existing leaders. A shared set of observable signals gives talent panels a fairer, more useful basis for a stretch decision.
A multi-rater view of learning agility, judgement, influence and readiness for broader responsibility.
Who does what
A person being considered for stretch or succession.
They rate themselves, then managers, peers and stakeholders who have seen them under stretch add evidence.
Before a talent review, stretch assignment or succession decision.
Reviewers: Self, manager, peers and stakeholders who have seen them in stretch situations.
What it measures
12 statements across 3 themes, each rated on a 1 to 5 scale.
Learning agility
Learns from unfamiliar work and adapts quickly.
Influence and judgement
Builds trust, sees the wider system and makes sound calls.
Stretch readiness
Has the resilience, ambition and self-awareness for broader responsibility.
- Gets to useful performance quickly when the work is unfamiliar.
- Applies lessons from one situation to a different problem.
- Volunteers for work that expands their capability, not just their visibility.
- Changes approach when evidence shows the current one is not working.
- Considers consequences beyond their own team or immediate target.
- Builds support through credibility and reasoning rather than authority alone.
A sample of the 12 statements included.
Inside your report
What you get when the responses are in
- Learning agility and judgement themes
- Self versus stakeholder gaps
- Readiness signals and development risks
- Targeted stretch actions
When to run it
- Before a succession or talent review
- Choosing a stretch assignment
- Supporting an emerging-leader programme
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £10
- Typical cost avoided
- £10,000+
- Break-even
- Better evidence before one promotion can outweigh hundreds of assessments.
Including VAT, per assessment.
Typical cost of a poor stretch or promotion decision
- Potential is more reliable when judged across situations and observers.
- Learning agility and judgement are distinct from current-role performance.
- The report supports, rather than replaces, a fair talent process.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £10 including VAT, or use 2 credits if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Does this decide who should be promoted?
No. It adds structured evidence to a wider decision that should also consider results, role requirements, aspiration and opportunity.
Who should respond?
The person, their manager, peers and stakeholders who have seen them handle unfamiliar or stretching work.
Is colleague feedback anonymous?
Peer feedback is grouped. Managers are shown as a named reviewer group, and very small groups are merged to reduce identification risk.
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Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£10 including VAT, or through your organisation's credit wallet.