Maker to Multiplier™ Assessment

Find the Right Leadership Starting Point.

This 40-question assessment helps identify where your current leadership constraint may be showing up: team leadership, time, delegation, or leadership capacity.

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What It Shows You

Your strongest leadership constraint right now
Your recommended Grow Yourself Academy™ starting point
Which program should come first for your current situation
How the full Maker to Multiplier™ path continues after your starting point

Full Assessment

Which Program Should You Start With?

Most people complete this assessment for themselves. It can also be adapted later for use by a manager, coach, or HR leader to reflect on observed leadership behavior.

For now, complete this as a self-assessment.

Read each statement and rate how often the behavior is demonstrated in your current work.

Use this scale:
1 = Never
2 = Some of the Time
3 = Half of the Time
4 = Most of the Time
5 = Always

Scoring Scale

1Never

2Some of the Time

3Half of the Time

4Most of the Time

5Always

Manager Mastery™

Team leadership, trust, feedback, meetings, conflict, delegation basics, and manager identity.

1. Builds trust through honesty, fairness, and follow-through.

2. Explains expectations clearly before work begins.

3. Helps the team understand which priorities matter most right now.

4. Notices when team members are unclear, overloaded, disengaged, or working in silos.

5. Gives feedback early enough to help people grow before small issues become larger problems.

6. Runs meetings that create decisions, ownership, next steps, or useful alignment.

7. Addresses tension or conflict directly before it grows into a larger problem.

8. Delegates with clear outcomes, deadlines, authority, and follow-up.

9. Measures success by the performance and growth of the team, not only by personal output.

10. Leads as a manager instead of staying trapped as the expert who solves everything.

Executive Time Mastery™

Calendar control, priorities, focus, margin, execution, and leadership energy.

11. Controls the calendar around leadership priorities instead of letting other people’s urgency control the day.

12. Separates urgent work from important work before deciding what gets attention.

13. Protects focused work time for planning, decision-making, coaching, and high-value leadership responsibilities.

14. Avoids saying yes too quickly to requests that dilute focus or create unnecessary overload.

15. Reviews where time is going and adjusts before the calendar becomes unmanageable.

16. Creates margin in the week to think, prepare, follow up, and lead instead of constantly reacting.

17. Manages energy so leadership does not come from exhaustion, resentment, or constant urgency.

18. Reduces unnecessary noise, shifting priorities, and unclear demands for the team.

19. Makes decisions about time based on leadership value, not just availability.

20. Uses a consistent rhythm for planning the week, protecting priorities, and reviewing progress.

Delegation Mastery™

Ownership, authority, standards, visibility, decision-making, and work that keeps coming back.

21. Identifies tasks, decisions, or responsibilities that should no longer be carried alone.

22. Delegates outcomes, not just activities.

23. Clarifies the level of authority before delegating work.

24. Defines what “done” means before assigning work.

25. Follows up in a way that creates accountability without taking the work back too quickly.

26. Allows team members to learn through ownership instead of rescuing them at the first sign of struggle.

27. Notices when work keeps coming back because it was delegated unclearly.

28. Uses delegation to develop people, not just to get tasks off the manager’s plate.

29. Makes standards, checkpoints, and decision boundaries visible before problems appear.

30. Builds people who can think, decide, and own work without needing the manager involved in every step.

Leadership Mastery™

Building leaders, culture, successors, influence, and leadership continuity.

31. Develops people who can lead, not just people who can complete assigned work.

32. Communicates a clear leadership vision that helps people understand where the team is going and why it matters.

33. Shapes culture through repeated behaviors, standards, decisions, and conversations.

34. Gives potential leaders opportunities to practice leadership before they are formally promoted.

35. Coaches others to think through problems instead of making every important decision for them.

36. Builds leadership continuity so the team does not depend entirely on one person’s presence, memory, or effort.

37. Addresses patterns in the system or culture, not just isolated performance problems.

38. Influences peers, stakeholders, and senior leaders without relying only on title or authority.

39. Prepares people to lead through change, pressure, conflict, and uncertainty.

40. Builds leaders who can build other leaders.

Start With the Foundation

Why Manager Mastery™ Comes First for Many Leaders

Most managers are promoted because they were strong producers. Then the job changes. The role is no longer just doing the work — it becomes building trust, creating clarity, giving feedback, leading priorities, and helping other people succeed.

Even if your assessment points to time, delegation, or leadership capacity, Manager Mastery™ remains the foundation of the Maker to Multiplier™ system.

Manager Mastery™ Introduction

Maker to Multiplier™ Path

Your Result Shows the First Move. The Path Shows What Comes Next.

The assessment identifies the best starting point across the four core leadership programs. The advanced leverage path comes after the core leadership constraints are stronger.

Your Starting Point

Begin with the program your assessment identifies.

The first move is not always the same for every leader. Some need the foundation of Manager Mastery™. Others need calendar control, delegation discipline, or leadership capacity. Your lowest score points to the leadership constraint creating the most drag right now.

Start there first. Build the habit. Then continue through the path with more clarity and momentum.

Executive Time Mastery™

Lead yourself by protecting priorities, calendar, focus, margin, execution rhythm, and leadership energy.

Delegation Mastery™

Multiply through others by transferring ownership, clarifying authority, defining standards, and developing people through real responsibility.

Leadership Mastery™

Build leaders by strengthening culture, vision, successors, influence, resilience, and leadership continuity.

Force Multiplier™

Create leverage through people, systems, rhythm, capacity, and organizational impact. This is the Bonus Program for qualified participants, not a public standalone starting point.

Grow Yourself Academy™

We don’t make leadership easy. We make it possible.

Use your result to choose the leadership constraint that matters most right now. Do not try to fix everything at once. Start where the assessment shows the clearest need.

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Find the Right Leadership Starting Point.

What It Shows You

Which Program Should You Start With?

Scoring Scale

Manager Mastery™

Executive Time Mastery™

Delegation Mastery™

Leadership Mastery™

Your starting point is shown above.

Send me my full result

Why Manager Mastery™ Comes First for Many Leaders

Your Result Shows the First Move. The Path Shows What Comes Next.

Begin with the program your assessment identifies.

Executive Time Mastery™

Delegation Mastery™

Leadership Mastery™

Force Multiplier™

We don’t make leadership easy. We make it possible.