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    Interactive assessment

    Leadership Resilience Index

    Assess your capacity to perform under pressure, regulate your emotions, solve problems adaptively, and recover from setbacks, the four pillars of leadership resilience.

    Resilience is not a fixed trait, it is a set of learnable capabilities that predict leader effectiveness under conditions of sustained pressure and change. Deloitte's 2026 research found that 77% of leaders report feeling burned out, yet the most effective leaders are those who have developed the specific capabilities that allow them to absorb pressure without absorbing damage. This assessment identifies your resilience profile across four evidence-based dimensions.

    Questions or items
    20 questions or items
    Completion time
    Around 10 minutes
    Dimensions
    Performance Under Pressure, Emotional Regulation, Adaptive Problem-Solving, Recovery & Renewal
    What you receive
    Personalised results with configured interpretation bands, section scores and development guidance.

    What it covers

    • Performance Under Pressure
    • Emotional Regulation
    • Adaptive Problem-Solving
    • Recovery & Renewal

    Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree). Answer based on how you actually behave under pressure, not how you would like to. Honest answers produce the most useful development insights.

    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.

    Performance Under Pressure

    The ability to maintain clarity, make sound decisions, and sustain effectiveness when demands are high (Southwick & Charney, 2012).

    1. I make clear, reasoned decisions even when I am under significant time pressure or stress
    2. I stay focused on what matters most when multiple urgent demands compete for my attention
    3. I maintain my core values and integrity even when I am under pressure to cut corners
    4. I can separate my emotional state from the quality of my decision-making in difficult moments
    5. Others in my team would say I remain calm and steady during periods of high pressure

    Emotional Regulation

    The capacity to recognise, understand, and manage emotional responses, particularly under stress and uncertainty.

    1. I notice my emotional reactions in real time and can adjust my behaviour before it impacts others
    2. I have a clear understanding of the specific situations or triggers that cause me to react rather than respond
    3. When I receive difficult feedback or face setbacks, I can process the emotion without it destabilising my leadership
    4. I can engage constructively with people who challenge or frustrate me, even in difficult moments
    5. I am aware of how my mood and emotional state affects the people around me

    Adaptive Problem-Solving

    The ability to reframe problems, find creative solutions, and pivot when circumstances change significantly.

    1. When my initial approach isn't working, I can genuinely pivot to a different strategy rather than persisting with a failing plan
    2. I actively look for the opportunity or learning within difficult situations
    3. I can reframe problems in ways that open up new possibilities rather than seeing only constraints
    4. I remain curious and creative when facing complex challenges that don't have obvious answers
    5. I draw on a broad range of perspectives and resources when I am stuck, rather than relying only on what I already know

    Recovery & Renewal

    The practices and habits that allow leaders to recover from intense periods and sustain performance over time (Loehr & Schwartz, 2003).

    1. I recover relatively quickly from significant setbacks and regain my effectiveness within a reasonable time frame
    2. I have deliberate routines that restore my energy and focus, and I protect them even under pressure
    3. I recognise the signs of depletion in myself early enough to take action before my performance suffers
    4. I treat my own wellbeing as a leadership responsibility, not a personal indulgence
    5. I actively learn from difficult experiences rather than simply moving on to the next challenge

    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 Resilience, 20 to 45: Your resilience profile suggests significant vulnerability to pressure-driven depletion. This is not a permanent state, resilience is built through deliberate practice. Your lowest-scoring dimension is your most important development priority. Start there with focused coaching and intentional habit-building.
    • Emerging Resilience, 46 to 65: You have some resilience foundations with clear development areas. You likely perform well in some conditions but may struggle when multiple stressors converge. Identify your two lowest-scoring dimensions and build targeted development plans around them.
    • Capable Resilience, 66 to 82: You demonstrate solid resilience across most dimensions, you handle pressure relatively well and have real strengths to build on. The opportunity is to deepen consistency, particularly under sustained (rather than acute) pressure, and to strengthen your weakest dimension.
    • Strong Resilience, 83 to 100: You demonstrate strong resilience across all four dimensions, a genuine leadership advantage, particularly in volatile, high-pressure environments. Your focus now is modelling resilient leadership for your team and helping others build the same capabilities.

    Sources named in this diagnostic

    • Deloitte (2026) Global Human Capital Trends 2026: The AI-Human Partnership. London: Deloitte Insights.
    • Loehr, J. and Schwartz, T. (2003) The Power of Full Engagement. New York: Free Press.
    • Southwick, S.M. and Charney, D.S. (2012) Resilience: The Science of Mastering Life's Greatest Challenges. Cambridge: Cambridge University Press.
    • World Economic Forum (2026) The Human Advantage: Stronger Brains in the Age of AI. Geneva: WEF.

    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 Leadership Resilience Index measure?

    Resilience is not a fixed trait, it is a set of learnable capabilities that predict leader effectiveness under conditions of sustained pressure and change. Deloitte's 2026 research found that 77% of leaders report feeling burned out, yet the most effective leaders are those who have developed the specific capabilities that allow them to absorb pressure without absorbing damage. This assessment identifies your resilience profile across four evidence-based dimensions.

    How many questions are in the Leadership Resilience Index?

    It contains 20 questions grouped into 4 dimensions: Performance Under Pressure, Emotional Regulation, Adaptive Problem-Solving, Recovery & Renewal.

    How is the Leadership Resilience Index 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 Leadership Resilience Index?

    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.

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