They know their leadership baseline. You focus on the gaps.

Every manager starts with a private capability baseline assessment. You see where leadership is strong, where it isn't, and where support will matter most.

Whether you're developing 5 managers or 5,000, you see the insights. Where capability is strongest and where support is needed, you focus on the areas of greatest impact.

How do you assess manager capability?

Measure progress, not just participation.

Capability isn't measured once a year. It's assessed continuously through weekly 1:1s, team pulses, learning and everyday work. Formal assessments provide milestones, while behavioral data fills in the picture, giving you an ongoing view of growth and the impact of your investment.

“It’s all well and good to ask the team to complete the training, but if you can’t see any change at the end, or if people aren’t engaged in it, then it’s a complete waste of everyone’s time.”

Kirsty James
Senior Manager, Internal Communications & Employee Experience, R.M.Williams

Managers are honest because it's private.

No judgment, just a clear read on where they are and what to work on next. They gain a clear understanding of their current capability, practical guidance on where to focus next, and coaching that helps them keep improving. When managers see value, adoption follows.

No. It's a development tool. The assessment is designed to help managers understand their current capability, identify development opportunities and track their growth over time. While the results may support development or performance conversations, they are never a performance rating or a measure of potential.

That's a normal part of self-assessment. The baseline assessment is designed to encourage honest reflection, not perfect accuracy. As managers receive coaching, complete 180 feedback and develop through ARC™, their capability profile becomes richer and more complete. Different perspectives help validate strengths, uncover blind spots and identify the behaviors that matter most.

Managers see their own capability profile and development recommendations. It's private to them. Their one-up leader sees the assessment results to support coaching and development conversations. HR sees aggregated capability trends across teams, never individual responses.

The assessment is designed for development, not selection. Managers can choose to share their capability profile as part of a promotion or career development conversation, while aggregated capability trends can help inform succession planning and organizational development. The assessment supports these decisions, but it should never be the only factor.

Every manager starts with a baseline capability assessment. After that, we recommend a formal reassessment every six to twelve months, depending on your development cycle. Between reassessments, ARC™ continuously strengthens each manager's capability profile through coaching conversations, 1:1 behavioral signals, learning activity and 180 feedback.