Vertical Development Assessment

Discover the altitude of your leadership sophistication — and how to elevate your altitude

Estimated time: 5-7 minutes

Can you sense the difference?

Mind 3.0 - A purpose-driven, internally anchored way of operating focused on contribution and sustainable value creation.

Satya Nadella (Microsoft), Alan Mulally (Ford), Mary Barra (GM), Bob Chapman (Barry Wehmiller), Indra Nooyi (PepsiCo.)

Mind 2.0 - A capable but externally driven way of operating focused on achievement and proving oneself, often at high cost.

Jack Welch (GE), Elon Musk, (Tesla, SpaceX), Marisa Mayer (Yahoo), Lee LaCoca (Chrysler), Meg Whitman (eBay, HP)

Mind 1.0 - A self-protective way of operating focused on comfort, control, and validation that limits growth and adaptability.

John Antico (Blockbuster). Olli-Peeka Kallasvuo (Nokia)

6:20

What is Vertical Development

5:25

Investigating the Sophistication of Your Executive Team

Learn more

Why vertical development matters

Elevating from one level to a higher level is what is called “Vertical Development.” It’s a developmental shift in how you make meaning, respond under pressure, and lead others.

Did you know:

Leaders operate at one of three levels of sophistication: Mind 1.0, Mind 2.0, or Mind 3.0
The level a leader operates at sets the ceiling for the groups they lead
85% of leaders operate at Mind 2.0
If you can elevate to the Mind 3.0 level, you will unlock transformational impact

How it Works

Step 1 – Take the Assessment

Answer the assessment questions to reveal your vertical development level.

Step 2 – Get your Results

Receive a clear, plain-language profile that shows your level, how it shows up in your leadership, and your growth edges.

Step 3 – Elevate your Leadership

Use the report’s reflection questions, micro-practices, and focused recommendations to expand your capacity to stay grounded, open, and value-creating. The report turns “elevate your leadership” into a concrete, stepwise process.

This assessment measures the sophistication and effectiveness of your internal operating system—your default way of thinking, interpreting, and responding as a leader. In this framework, leaders tend to operate from one of three developmental levels: Mind 1.0, Mind 2.0, or Mind 3.0.

Mind 1.0 is a self-protective way of operating focused on comfort, control, and validation that limits growth and adaptability.
Mind 2.0 is a capable but externally driven way of operating focused on achievement and proving oneself, often at high cost.
Mind 3.0 is a purpose-driven, internally anchored way of operating focused on contribution and sustainable value creation.

While most leaders can move between these levels depending on the situation, they generally have a Center of Gravity—the level that serves as their default and where they spend the greatest percentage of their time. This assessment is designed to identify that Center of Gravity.

There are 3 steps to Vertical Development:

Building a foundational understanding of vertical development
Awakening to your current and primary Mind Level (e.g., Mind 1.0, Mind 2.0, Mind 3.0)
Engaging in activities to upgrade your internal operating system

For guidance on each step, check out my Vertical Development Roadmap.

Step 2 – Get your Results
Receive your personalized mindset profile instantly

Step 3 – Elevate your Thinking
Use your insights to make intentional mindset shifts and unlock your potential

Group Assessments

For Groups - collective Vertical Development Report

When groups take the Vertical Development Assessment, you get a clear snapshot of your collective center of gravity as a leadership system. This helps you:

See whether culture leans toward self-protection, performance, or contribution
Identify where fear or ego may be holding the organization back
Create a shared language for growth across leaders
Focus development investments on the vertical shifts your leaders and culture most need

Option: There is an option to have your leaders complete this assessment to produce a collective report — useful for organizations that want to do deep vertical development work at scale.

What makes this assessment different

Most tools measure style, personality, or skills. This assessment measures leadership altitude — your Being Side, not just your Doing Side. Key differentiators: