Most leadership assessments tell you what you already think about yourself.
This one is built to disagree with you. Thirty to thirty-six scenarios, drawn from a larger bank, where every option is defensible — scored against a fixed rubric, with the contradictions between your own answers named out loud. Written for people stepping into their first real leadership responsibility — and for anyone who has been doing it a while without ever being measured.
Built by someone who has spent thirty-five years leading teams and hiring the people who lead them.
It catches you contradicting yourself.
Every answer option in this assessment is defensible. There is no obviously correct choice to select. Several scenarios probe the same instinct from opposite angles, and the scoring flags it when your own answers disagree with each other.
That is the thing you cannot do for yourself. You can read about delegation and agree with all of it, then choose, in a concrete situation, to keep the decision. Both answers feel like you. Only one of them is what you actually do under pressure, and the gap between them is where the useful information lives.
A free quiz cannot find this, because a free quiz asks you to describe yourself once.
The mechanics are the product.
- Scores are computed by code, not written by an AI.A fixed rubric assigns every point. Each option in each scenario carries a predetermined value set before anyone took the assessment. The AI writes the commentary only — it is handed the finished numbers and it never sees, invents, or adjusts one.
- 30–36 scenarios across eight principles.Every principle is tested by at least three separate situations that do not look alike, drawn from a larger bank. Enough evidence to tell a settled pattern from a one-off answer, which a single question per trait cannot do — so a single off answer doesn't define you.
- Consistency pairs.Certain scenarios come in matched pairs that test the same principle from opposite directions. Where your two answers disagree, the disagreement is measured and reported. It is not averaged away to produce a tidier number — so you find out whether you actually do what you believe you do.
- Every score comes with a confidence rating.Where the evidence for a principle is thin, or where your answers conflicted, the report says so rather than asserting a clean number. A low-confidence score is reported as a low-confidence score — so you know which findings to act on first.
A written report of roughly eight to ten pages.
- A composite score with a readiness band, stated in plain language.
- All eight principles scored individually, each with written commentary tied to the specific answers you gave.
- Named contradictions — where your answers pulled against each other, and what that pattern usually means.
- A chapter on how leadership instincts are trained, with five methods applied to the principles you are still building.
- Downloadable PDF, yours to keep.
Further reading: Practice Makes Permanent, Not Perfect — the five practices that chapter is built on, written out in full.
One complete dimension, from an anonymized report.
This is a full section as it appears in the report — not a summary of one. The full report contains all eight, plus the composite and the chapter on training the instincts you are still building.
“A good decision made fast is not the same as a good decision made without sufficient input. Right now you make both kinds. The risk is that the first keeps working until the day it does not.”
What this is not.
- It is not a personality type. There is no four-letter code. This assessment is focused on principles that any personality can apply.
- It is not a certification and it confers nothing.
- It does not predict your performance in a specific job. Context, team, and timing weight heavily in the reality of results.
- It measures what you say you would do. Self-report has limits, which is exactly why the consistency pairs exist.
What it does do: give you a defensible read on eight things that matter, name where your own answers disagreed, and tell you what to work on next.
Eight principles.
- Leadership as Duty
- Trust is Currency
- Clarity Beats Complexity
- Do the Hard Things
- People, Not Chess Pieces
- Know Your Terrain
- Know Your Opposition
- The Primacy of Results
Todd R. Jensen
I have spent thirty-five years leading teams and hiring the people who lead them — I've led in large, global non-profits, early growth curve e-commerce businesses, and international development work in Pakistan. The eight principles here are not from a book I read but from my own experience and study over my career. Each assessment question is drawn from a situation I have either been in or watched closely. The assessment is infused with real world experience and I stand behind what the report says.
Before you buy.
How is this different from CliftonStrengths or 16Personalities?
Those instruments are about your strengths and personality preferences. You arrive at an understanding of this by reflecting on what you like and feel good at, and these tests expand what that can mean for you. I've found these kinds of tests valuable. But we are doing something different.
This asks what you would do in a specific situation where every available option costs something. It scores the decisions, not the self-description. And because several scenarios approach the same instinct from opposite angles, the result can disagree with you — which is the only way an assessment tells you something you did not already know.
What if I disagree with my result?
Then read the opening assessment and the principle sections first. Every score traces back to specific answers you gave, and the report names them. Disagreement usually means one of two things: either the scenario read differently to you than intended, or your stated view and your chosen action pulled apart — which is the finding, not a defect in it.
The report is written to be argued with. It is not a verdict, and nothing about it is filed anywhere.
Can I get a refund?
Yes. If you think the promise of the report does not hold up, send an email to mrjensen793@gmail.com within 7 days of purchase and you will be refunded in full. Having already read or downloaded the report does not disqualify you.
Do you keep my answers?
Your answers and your report are stored so that the assessment survives a refresh and so you can come back to the report later. They are not sold, not shared, and not used to train anything.
Email mrjensen793@gmail.com and your attempt will be deleted outright.
Who sees my results?
You. There is no employer view, no shared dashboard, no aggregate profile attached to your name. Nothing is sent anywhere on your behalf.
$29, one time.
About twenty minutes. Thirty to thirty-six scenarios across eight principles, scored by a fixed rubric, with your contradictions named and three things to work on. A written report you download and keep.
Begin the assessment — $29