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Developed by Mayo Clinic

See what your team
actually thinks of your leadership

Nine dimensions. Anonymous feedback. Under 60 seconds for your team. A clinically validated report that shows exactly how you’re doing — and where to grow.

Run Your First Assessment See the Research
100% anonymous — minimum 5 responses Results in minutes Starting at $100 9 dimensions of leadership
The Reality

Most managers never find out how they’re really doing.

Performance reviews measure your team’s output — not how you made them feel getting there. Your one-on-one meetings give you what people are willing to say out loud. But the real experience — whether your team feels coached, recognized, respected, empowered — lives in the gap between what they tell you and what they’d say anonymously.

The Leadership Impact Index closes that gap. In nine dimensions. Validated by the same research team at Mayo Clinic that produced 14 peer-reviewed studies on leadership and team wellbeing. You’ll know exactly where you’re strong, where you’re leaving potential on the table, and how you’re trending over time.

70%
of the variance in employee engagement scores is driven by a direct manager’s behavior — not company culture or pay
Gallup, State of the American Manager
#1
A direct supervisor’s behavior is the single greatest driver of professional satisfaction — ranking above culture, salary, benefits, and practice environment
Mayo Clinic Research, Shanafelt et al.
66%
lower likelihood of intent to leave within 2 years among team members whose leader scores in the top performance tier — alongside 48% lower burnout risk
Mete et al., BMJ Open 2022
<60s
is all it takes for each team member to complete the full nine-question assessment — lowering the barrier to honest feedback
Leadership Impact Index
Anonymity & Trust

Your team will tell you the truth — because they know they can

The single biggest obstacle to honest feedback is fear. Respondents who believe they can be identified give safe answers — not useful ones. The Leadership Impact Index was built to eliminate that fear entirely.

Minimum five responses before any scores are revealed

Scores are locked until the threshold is met. This is enforced by the system — administrators cannot override it, and you cannot see individual responses, only aggregated scores.

No individual responses visible — ever

The platform shows scores and trends. It never reveals which team member chose which rating. Respondent identity is never tracked or stored alongside their answers.

The invite email makes the anonymity promise explicit

Every respondent receives an email that states the anonymous nature of the assessment and the minimum-response threshold. Informed respondents are honest respondents.

leadershipimpactindex.org/assess
Please provide feedback on: Alex Rivera
Your response is completely anonymous · Under 1 minute
“My manager creates opportunities for me to grow and develop professionally.”
Strongly
Disagree
Disagree
Neutral
Agree
Strongly
Agree
Your identity is never revealed. Scores only appear after 5 or more responses.
Question 5 of 9 · About 30 seconds remaining
The 9 Dimensions

Nine questions. Nine dimensions of leadership.

The Leadership Impact Index was developed at Mayo Clinic to measure the nine dimensions of leadership behavior most predictive of team satisfaction, retention, and performance. Each dimension gets a score. Each score gets a trend. Together, they tell you more about your leadership than any performance review ever could.

Your Leadership Profile
Alex Rivera · Manager, Product
84
Overall
Excellent
Career Dev.
88
Empowerment
85
Innovation
79
Respect
92
Coaching
83
Recognition
67
Communication
86
Growth
80
Overall Sat.
84
01

Career Development

Does your team believe you actively invest in their professional growth — not just today’s deliverables?

“My manager creates opportunities for me to grow and develop professionally.”
02

Empowerment

Do your team members feel trusted to make decisions and lead their work without being micromanaged?

“My manager empowers me to make decisions and take ownership of my work.”
03

Innovation

Does your team feel safe bringing new ideas — and seen when they do?

“My manager encourages me to try new approaches and supports creative problem-solving.”
04

Respect

Do the people on your team feel genuinely valued and treated with dignity in every interaction?

“My manager treats me with respect and values my contributions.”
05

Coaching

Are you showing up as someone who helps your team get better — or just someone who monitors output?

“My manager provides helpful feedback and guidance to improve my performance.”
06

Recognition

Does your team feel seen when they do good work — specifically and sincerely?

“My manager recognizes and acknowledges my contributions and successes.”
07

Communication

Is your team clear on expectations, priorities, and where the work is headed?

“My manager communicates clearly, including expectations, changes, and organizational updates.”
08

Growth

Does your team feel like they’re moving forward under your leadership — growing, not stagnating?

“My manager challenges me and helps me achieve my professional goals.”
09

Overall Satisfaction

The summary dimension — how satisfied is your team, working under your leadership, overall?

“Overall, I am satisfied with my manager’s leadership.”
Your Growth Path

One assessment is the start.
Tracking over time is the point.

The Leadership Impact Index is designed to run repeatedly — so you can see your leadership evolve, validate the habits you’re building, and course-correct before small gaps become big ones.

01

Run your baseline

Deploy your first assessment and get a clear picture of how your team experiences your leadership across all nine dimensions. This is your honest starting point — not a judgment, but a map.

Know your starting point
02

Focus on two or three dimensions

Your report shows which dimensions are strongest and which have the most growth potential. Pick two or three to develop intentionally — through habit change, reading, or working with a coach.

Targeted growth, not generic development
03

Run a follow-up — and see what moved

Run the assessment again after a development period. Your Score Trajectory view shows improvement over time, dimension by dimension. You’ll see exactly what changed — and what still needs work.

Validate the work you’re doing
Your Report

Not just a score — a full leadership profile

Your Leader Detail report shows everything in one view: your current score, your first score, how you’ve changed over time, which dimensions grew fastest, and which need the most investment next.

Score trajectory over time

See your score charted against the organizational average across every assessment cycle.

Category Growth Breakdown

Fastest Growing, Moderate, and Stalled or Declined dimensions — so you know exactly where to focus your next development cycle.

Growth rate per cycle

Track your velocity — how many points you’re improving per assessment cycle — to see whether your momentum is accelerating or leveling off.

Private by default — you control who sees it

Your Leader Detail report belongs to you. Share it with your coach, your manager, or your HR team — or keep it private.

My Leader Detail — Alex Rivera
AR
Alex Rivera
Manager, Product Team · 6 assessments
84
Current
71
First Score
+13
Total Change
+2.6
Per Cycle
Score Trajectory — Jan 2025 → Apr 2026
Jan 25Apr 25Jul 25Oct 25Jan 26Apr 26
Dimension Scores — Current
Career Dev.
88
Empowerment
85
Recognition
67
Respect
92
FAQ

Questions from individual leaders

You can deploy the Leadership Impact Index directly — no organizational approval required. Create your own account, add your team members as respondents, and run your assessment independently. Results are yours and private to your account.
Not unless you share them. Your Leader Detail report is private by default. If your organization deploys the Leadership Impact Index company-wide, your scores may appear in the Organization Heatmap visible to HR administrators — this is typically disclosed during company-wide rollout.
The minimum five-response threshold protects anonymity. If you have fewer than five direct reports, you can include skip-level team members, cross-functional partners, or peers who work closely with you to reach the threshold — giving you a richer picture of your leadership impact.
Most leaders see the most value running every 60–90 days. This gives enough time for habits to shift and for your team to notice the change, while still providing enough data points to track meaningful trends over a year.
Traditional 360-degree assessments take 30–60 minutes per respondent, cost thousands of dollars, and require certified facilitators to interpret. The Leadership Impact Index takes under 60 seconds, costs $100 per assessment, is fully self-administered, and gives you results immediately. It was developed and validated specifically at Mayo Clinic.
Yes — create a free account and explore the full platform with demo data. See exactly what your Leader Detail report will look like, how the heatmap works, and what a before-and-after Category Trends report shows. No credit card required.

See what your team actually
thinks — today

Create a free account, explore with demo data, and run your first assessment when you’re ready. Results appear within hours of your team responding.

Run Your First Assessment → Explore With Demo Data

Free to explore. $100 per assessment when you’re ready. No credit card required.