Interactive assessment
Change Leadership Behaviour Mirror
Compare how you think you lead during change with how your team experiences it. A confidential multi-rater reflection across ten behaviours.
Rate yourself, invite 3 to 6 colleagues to respond confidentially, and compare your self-view with their aggregated view once at least three have responded.
- Questions or items
- 20 questions or items
- Completion time
- Around 5 minutes for your self-view
- Dimensions
- Collaboration, Openness to different views, Handling conflict, Difficult conversations, Consulted decisions, Transparency, Clarity of direction, Visible steadiness, Listening, Follow-through
- What you receive
- An aggregated perception-gap report highlighting possible blind spots and hidden strengths, available on screen, as a PDF and by email.
What it covers
- Collaboration
- Openness to different views
- Handling conflict
- Difficult conversations
- Consulted decisions
- Transparency
- Clarity of direction
- Visible steadiness
- Listening
- Follow-through
Results: An aggregated perception-gap report highlighting possible blind spots and hidden strengths, available on screen, as a PDF and by email.
How this interactive tool works
Read what it covers here first. Nothing is saved or sent until you continue. The interactive version uses the same prompts shown below.
If it asks for your first name and work email, you enter them in the tool itself. This page sends nothing.
What you will work through
These are the sections and prompts you work through before you get your result, printable card or saved document.
How people experience your change leadership
Collaboration, openness to different views and handling conflict: whether people feel the change is done with them or to them.
- Whether the team helps to shape how the change is delivered
- Whether challenge is welcomed rather than met defensively
- Whether tension is addressed early and kept about the issue
Decisions and honesty under pressure
Difficult conversations, consulted decisions and transparency: what happens to candour and consultation when pressure rises.
- Whether difficult messages are raised directly
- Whether people affected are consulted before significant decisions
- Whether what is still undecided is shared openly
Direction, steadiness and follow-through
Clarity of direction, visible steadiness, listening and follow-through: the everyday signals a team reads during uncertainty.
- Whether it is clear what is changing, what is not and why
- Whether the leader stays calm and consistent
- Whether concerns are heard and loops are closed
What happens after you complete it
The leader answers 20 statements, then invites 3 to 6 colleagues by email or private link. Colleagues answer the same statements about the leader, with a not observed option. Once at least three colleagues have responded, the leader closes the round and sees the gap between their self-rating and the team average for each behaviour. Individual answers are never shown to the leader. All data is deleted automatically after 90 days. This is a reflective conversation starter, not a validated psychometric instrument.