Skip to main content

    Interactive assessment

    Developing Others

    Assess how effectively you develop the people you lead, across your belief in their potential, the quality of your conversations, how you stretch and challenge them, and the opportunities you create.

    Gallup (2025) research found that only 23% of employees strongly agree their manager helps them develop. Yet development quality is the second-strongest driver of engagement after purpose. This diagnostic measures the four behaviours that distinguishes managers who develop people from those who merely manage them.

    Questions or items
    20 questions or items
    Completion time
    Around 10 minutes
    Dimensions
    Growth Mindset & Belief in Others, Quality of Coaching Conversations, Stretch & Challenge, Creating Development Opportunities
    What you receive
    Personalised results with configured interpretation bands, section scores and development guidance.

    What it covers

    • Growth Mindset & Belief in Others
    • Quality of Coaching Conversations
    • Stretch & Challenge
    • Creating Development Opportunities

    Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree) based on how you actually behave, not how you would like to.

    Results: Personalised results with configured interpretation bands, section scores and development guidance.

    How this interactive diagnostic works

    This page provides the documented overview before the interactive experience is loaded. It lets you read the purpose, the material covered and the way the result is presented without entering answers or sending a request. When you choose to continue, the interactive version uses the same material shown here. It records your selections while you work and only calculates its result when its required items are complete.

    Analytics consent is required before the interactive experience is mounted. Declining consent does not start the diagnostic or its tracking. If you continue, the existing experience remains responsible for its own input, score and lead-capture step. Where the route requests a first name and work email, its existing form handles validation and submission. This overview does not replace those steps or submit a lead.

    Statements in this diagnostic

    The interactive version groups the statements below by section. Read them in relation to the situation named in the instructions, then use the response scale shown by the diagnostic. The section descriptions are part of the existing configuration and explain the aspect each group is intended to examine.

    Growth Mindset & Belief in Others

    The depth of your belief that your people can grow, and the degree to which that belief shapes how you engage with them every day (Dweck, 2006).

    1. I genuinely believe all of my direct reports can grow significantly, including those currently performing below expectation
    2. I communicate high expectations to my team and make it clear I believe they can meet them
    3. I avoid writing people off or forming fixed views about what they are or aren't capable of
    4. I see developing people as one of my most important responsibilities, not a nice-to-have around the 'real' work
    5. When someone struggles, my first instinct is to explore what support or development they need, not to question whether they're up to the role

    Quality of Coaching Conversations

    How effectively you use 1:1 conversations to support growth, not just manage performance or share information.

    1. My 1:1 conversations regularly include genuine discussion about development, not just status updates and task management
    2. I ask more questions than I give answers, I help people think rather than just telling them what to do
    3. I give specific, useful feedback after significant work or events, not just at formal review time
    4. I actively listen in development conversations, my full attention is on the person, not my own agenda
    5. I follow up on development conversations, I notice whether people have taken action and I acknowledge their progress

    Stretch & Challenge

    Your skill at designing development experiences that build capability through meaningful stretch, not comfortable repetition.

    1. I give people assignments and responsibilities that stretch them beyond their current comfort zone
    2. I calibrate stretch well, I push people without overwhelming them or setting them up to fail
    3. I use visible, meaningful projects as development vehicles rather than just formal training
    4. I advocate for my people to get exposure and opportunities beyond my immediate team
    5. I debrief stretch experiences with my team, helping people extract learning from both successes and failures

    Creating Development Opportunities

    How proactively you create the conditions, relationships, and experiences that accelerate others' growth.

    1. I actively open doors for my team, making introductions, creating visibility, and sponsoring people beyond my immediate influence
    2. I have explicit development conversations where I ask people about their career goals, not just their current performance
    3. I create a psychologically safe environment where people can try new approaches and learn from the results
    4. I make time for development despite operational pressure, I don't deprioritise it when things get busy
    5. People who have worked for me would say I made a meaningful difference to their growth and career

    How the result is read

    The interactive diagnostic totals the selected item scores by section and across the whole assessment. It then matches those totals to the configured interpretation bands and shows the section-level results alongside the overall result.

    • Developing, 20 to 44: There are significant gaps in how you develop others. Start with Growth Mindset & Belief, your belief in people's potential shapes every other development behaviour. Without a genuine belief that people can grow, development conversations become transactional performance management.
    • Emerging, 45 to 64: You have intent to develop people but gaps in consistency or skill. Identify your lowest dimension and create one specific change, even a small, sustained shift in your coaching conversations will have measurable impact over three months.
    • Capable, 65 to 82: You are investing meaningfully in developing others. People likely experience you as a manager who cares about their growth. Raise your impact further by deepening the dimension where your score is lowest.
    • Advanced, 83 to 100: Exceptional development capability. The people who work for you are growing faster than their peers. You are creating talent that benefits the wider organisation, and your leadership is likely the defining factor in strong retention.

    Sources named in this diagnostic

    • Dweck, C.S. (2006) Mindset: The New Psychology of Success. New York: Random House.
    • Gallup (2025) State of the Global Workplace Report. Washington, DC: Gallup Press.
    • Kline, N. (1999) Time to Think: Listening to Ignite the Human Mind. London: Ward Lock.
    • Whitmore, J. (2009) Coaching for Performance. 4th edn. London: Nicholas Brealey Publishing.

    Where to take the next step

    Our leadership development programmes are bespoke, research-grounded and built around the human capabilities that drive lasting performance.

    Explore Leadership Development

    Frequently asked questions

    What does the Developing Others measure?

    Gallup (2025) research found that only 23% of employees strongly agree their manager helps them develop. Yet development quality is the second-strongest driver of engagement after purpose. This diagnostic measures the four behaviours that distinguishes managers who develop people from those who merely manage them.

    How many questions are in the Developing Others?

    It contains 20 questions grouped into 4 dimensions: Growth Mindset & Belief in Others, Quality of Coaching Conversations, Stretch & Challenge, Creating Development Opportunities.

    How is the Developing Others scored?

    Responses are scored within each section and totalled across the diagnostic. The total is compared with the configured interpretation bands.

    What happens after I complete the Developing Others?

    After the required items are answered, the existing first-name and email gate is shown before the results are displayed. The result includes an overall interpretation, section scores and development guidance.

    More to explore

    You can change your cookie preference at any time by clearing your browser's local storage.