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    Interactive assessment

    Manager Capability Heatmap

    Map a cohort of managers against fifteen observable behaviours across Connection, Clarity and Capability, then get ranked priorities, a suggested Management Essentials pathway and an indicative budget.

    Help HR and L&D teams turn the evidence they already hold about a group of managers into a clear development priority and a costed starting point.

    Questions or items
    15 questions or items
    Completion time
    Around 10 minutes
    Dimensions
    Connection, Clarity, Capability
    What you receive
    A domain and behaviour heatmap, evidence limitations, up to five ranked priorities, a suggested Management Essentials pathway and an indicative workshop budget based on published library prices.

    What it covers

    • Connection
    • Clarity
    • Capability

    Describe the cohort with five details: management level, number of managers, typical time in role, the evidence sources you are drawing on and how recent that evidence is. Then rate how often your evidence shows each behaviour across the group: Rarely seen, Sometimes seen, Usually seen or Consistently seen. Choose No evidence yet when you do not know. Rate the group as a whole and do not enter names or details about individual managers.

    Results: A domain and behaviour heatmap, evidence limitations, up to five ranked priorities, a suggested Management Essentials pathway and an indicative workshop budget based on published library prices.

    How this interactive tool 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 then presents the route's existing prompts, controls and completion behaviour.

    The interactive 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.

    What you will work through

    These are the sections and prompts already used by this route. They describe the scope of the interactive experience and the information it asks you to consider before it creates a result, printable card or saved browser document.

    Connection

    Build relationships where people can share what matters, challenge respectfully and ask for help before a problem escalates.

    • Hold regular one-to-ones that start with listening rather than a status checklist.
    • Invite concerns and dissent before announcing a preferred answer.
    • Acknowledge emotion and respond constructively to difficult news.
    • Notice whose voice is missing and make room for their perspective.
    • Repair trust after a mistake by naming the impact and agreeing a next step.

    Clarity

    Make priorities, decision rights and expectations visible so people can act without waiting for constant permission.

    • Translate a broad goal into a clear outcome and a useful measure of progress.
    • Explain what is decided, what is open for input and who makes the call.
    • Delegate an outcome with boundaries, authority and a review point.
    • Give specific feedback about behaviour and its effect, without guessing motives.
    • Revisit priorities when circumstances change and state what can stop.

    Capability

    Develop the skills, judgement and confidence that allow others to perform independently and adapt when the work changes.

    • Ask coaching questions before offering the answer when ownership belongs with the colleague.
    • Rehearse a difficult conversation and agree the next observable action.
    • Match a stretch task with support, feedback and a safe review point.
    • Use mistakes and near misses to improve the system as well as individual practice.
    • Review what was applied at work, not only what was learned in a session.

    What happens after you complete it

    Each domain result is the average of the behaviours you rated from evidence. Behaviours marked No evidence yet are shown as gaps and left out of the average, and a domain with fewer than three rated behaviours shows no result. Behaviours rated Rarely or Sometimes seen are ranked as priorities and mapped to Management Essentials workshops. The indicative budget applies the current published library rates to the suggested workshops and the number of delivery groups you plan. It is not a quote: first-time manager programmes and management coaching are scoped and priced by proposal. You can ask for a PDF of the pathway and budget by email; this uses your first name, email and a required confirmation that the ratings describe the cohort rather than individuals.

    Where to take the next step

    Compare the heatmap with management training options, the first-time manager programme and management coaching, or start by adding managers' own view with the free Manager Support Needs Assessment.

    Explore management training

    Frequently asked questions

    What is a manager capability heatmap?

    It is a cohort-level picture of how often your evidence shows fifteen observable management behaviours across Connection, Clarity and Capability. HR and L&D teams rate each behaviour for a group of managers, not for any named person, and see which domains and behaviours need attention first.

    What evidence should I use to complete it?

    Use what you already hold about the group: team or engagement survey results, upward or 360 feedback, observation by line managers or HR, exit and stay interviews and people data trends. Mark a behaviour as No evidence yet when you do not know; it is excluded from averages rather than scored as low.

    Does the heatmap rate individual managers?

    No. The heatmap describes a cohort of three or more managers and asks for no names or individual data. It is an indicative judgement by the person completing it, not a validated psychometric measure or a benchmark, and it should not be used for performance or selection decisions about any individual.

    How is the indicative budget calculated?

    The suggested pathway uses workshops from the published Management Essentials library. The budget applies the current library rates, from £850 for one workshop, £1,500 for two in one day or £2,000 for three in one day, excluding VAT, multiplied by the number of delivery groups you plan. It is a starting estimate, not a quote. First-time manager programmes and management coaching are priced by proposal.