Many leadership assessments describe a personality or a style. The Leadership Stability Index™ is different on purpose. It asks about twelve ordinary situations, such as a decision your team needed from you that stayed open too long, or work you handed off that you took back, and how often each one happened in the past 30 days.
That makes it a self-report of behavior, not a verdict on who you are. It is also short, free, and private, because its job is to help you see one pattern clearly enough to try something different this week.
What it asks
The twelve statements are grouped under the three capabilities of the C³ Protocol, four each. You answer each one on a five-point scale, from Never to Almost always.
Clarity
Whether decisions and priorities move without waiting for you. For example: “A decision my team needed from me stayed open longer than it should have.”
Capacity
Whether work stays with its owner. For example: “Work I delegated came back to me for a decision its owner could have made.”
Composure
Whether your judgment holds when pressure rises. For example: “Stress made my response sharper than the situation called for.”
Optional business context
After the statements, three optional estimates ask what last week looked like: roughly how many decisions reached you that someone else might have made, how many hours you spent taking back or redoing work you had handed off, and what share of your week went to unplanned issues. They add context to your result. They do not change your score, and “not sure” is a fine answer.
How it is scored
Each of the three capabilities gets a score from 0 to 100, and the overall score weights all twelve statements equally. Higher scores mean you reported fewer of the listed situations.
To make the numbers easier to read, scores are grouped into three pilot bands based on your average answer. From 75 to 100 means you reported these situations as rarely or never. From 51 to 74 falls between rarely and sometimes. From 0 to 50 means they happened at least sometimes on average.
What your result shows
The result leads with one behavior rather than a label. It takes your most frequent answer and shows what you reported, what that pattern may be costing you, and one move to try the next time it happens. If a second situation in a different capability is nearly as frequent, the result names a shared pattern instead.
If every answer is Never or Rarely, the result says so. It points to what is working and how to protect it as the business grows, rather than inventing a problem.
What it is not
It is not a clinical evaluation, a psychological test, a ranking against other leaders, or a prediction of results. The bands are pilot reading guides, not validated risk levels. The assessment is new, so we note which version of the questions you took, and results from different versions are never mixed together.
Because it is a self-report, it is only as useful as your honesty about what actually happened. Answer from the past 30 days, not from how you would like to lead.
Who it is for
Founders and leaders with a team who suspect that too much still depends on them. It is written for the person at the top of an organization, looking at their own patterns. It is not a tool for assessing a team or a company.
Your privacy
You answer the statements without an account. At the end, you enter your first name and email so we can send you a private link to your result, along with the weekly stability briefing and occasional invitations to programs and events. You can unsubscribe anytime.
The link rebuilds your result in your browser, and your answers travel inside the link itself. Anyone who has the link can see that result, so treat it as you would any other personal document.
What happens after you take it
Where you go from there is your call. Some leaders use the result as a private gut check. Others take the first move and watch what changes. If you want structured help, the 30-Day Leadership Reset has you take the assessment again on day 30, so you can compare what you reported at the start with what is happening now.