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Comprehensive Pre-Coaching Analysis for Strategic Leadership Enhancement
Sophisticated diagnostic instrument that analyzes individual leadership challenges, career aspirations, and psychological preferences to design highly personalized coaching interventions. Integrates executive psychology and leadership development theory to accelerate leadership growth and organizational impact. Creates targeted development pathways for senior executives and emerging leaders.
1. Assessment Overview
The Executive Leadership Development Assessmen is a diagnostic instrument designed to identify individual leadership challenges, development opportunities, and optimal coaching pathways for senior executives and emerging leaders. This evidence-based assessment integrates principles from executive psychology, leadership development theory, and organizational behavior research to create highly personalized coaching experiences.
Through systematic analysis of current leadership effectiveness, career aspirations, developmental barriers, and psychological preferences, this assessment enables the design of targeted coaching interventions that accelerate leadership growth and organizational impact.
Instructions for Completion
Please take time to reflect thoughtfully on each question. Your honest responses will enable us to design a coaching program that addresses your specific needs and maximizes your leadership development outcomes.
2. Disclaimer and Confidentiality Statement
Professional Assessment Purpose
The Executive Leadership Development Assessment is a diagnostic instrument developed for executive coaching and leadership development purposes. This assessment is designed to identify individual leadership patterns, development opportunities, and optimal coaching approaches based on established principles of executive psychology and leadership theory.
Confidentiality and Data Use
Strict Confidentiality: All responses and assessment results are treated with absolute confidentiality and professional discretion. Your individual responses will not be shared with any third parties, including your organization, without your explicit written consent.
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3. What are your biggest fears or concerns in your workplace environment? Consider both interpersonal dynamics and professional challenges
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4. What fears or anxieties do you experience in your personal life that may impact your professional performance? Think about work-life balance, personal relationships, or internal pressures
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5. What specific leadership challenges keep you awake at night?* Identify the most pressing issues you face as a leader
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6. In what situations do you feel most confident and effective as a leader?* Help us understand your natural strengths and preferred operating conditions
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7. When do you feel least confident or most vulnerable in your leadership role? Identify situations that trigger self-doubt or anxiety
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8. What is your previous experience with professional coaching or mentoring? Include both formal and informal coaching relationships
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9. What specific benefits did you gain from your previous coaching experiences? Think about tangible skills, mindset shifts, or behavioral changes
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10. What coaching approaches or methods did you find most effective in the past? Consider different styles: directive, questioning, role-playing, etc.
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11. What are your specific expectations from this coaching engagement? Be as detailed as possible about desired outcomes
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12. How do you prefer to receive feedback - direct and immediate, or gentle and progressive? This helps us calibrate our coaching communication style
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13. What are your primary career goals for this year? Include both position-related and skill-development objectives
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14. What are your personal life goals for this year that intersect with your professional development? Consider work-life integration, personal growth, relationships
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15. Where do you envision yourself professionally in the next three years? Think beyond job titles to include leadership impact and influence
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16. What legacy do you want to create as a leader in your organization? Consider the lasting impact you want to have on people and culture
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17. What do you believe is currently holding you back from achieving your goals? Include both internal barriers (mindset, skills) and external obstacles
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18. What specific skills or competencies do you feel you need to acquire or strengthen? Think about technical skills, emotional intelligence, communication, etc.
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19. What feedback have you consistently received from colleagues, supervisors, or team members? Include both positive feedback and areas for improvement
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20. What aspect of leadership do you find most draining or energy-depleting? Identify tasks or situations that exhaust you mentally or emotionally
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21. If you could change one thing about your leadership style immediately, what would it be? Consider your most pressing area for personal transformation
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22. Would you prefer to strictly follow our established coaching framework, or are you open to a customized approach that blends our methodologies with your specific needs?
Please elaborate on your preference: - Existing Framework: Structured progression through Integration (self-awareness), Innovation (strategic thinking), and Inspiration (leadership presence) - Customized Approach: Flexible design incorporating elements from I³ while addressing your unique challenges and goals
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23. What would success in this coaching relationship look like to you six months from now? Paint a specific picture of your transformed leadership capabilities
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24. Is there anything else about your leadership journey, challenges, or aspirations that you feel would be important for me to understand?
Your score is
The average score is 20%
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