CUSTOM LEADERSHIP ASSESSMENT DESIGN · DEVIKA DAS

Your leaders deserve a mirror, not a label

A custom assessment that surfaces the specific patterns holding your leaders back — built around your culture, your challenges, and the questions your organisation most needs answered.
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See the Three Tiers

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Tier 1

The Deep Assessment

What is happening — and why
The leader picks a topic and completes a comprehensive assessment of close to 100 questions. The result is a detailed written report — their archetype, their blind spot, their development edge, and one specific action for this week.

What changes
The leader stops guessing. The pattern that has been shaping how they show up gets named — specifically, not generically. That is often the moment real development becomes possible.

Choice of topic from 23 leadership areas
Close to 100 scenario-based questions
Detailed written report — archetype, blind spot, coach insight
One specific action to start this week
Minimum 3 participants
Per person · minimum 3

$350

Minimum engagement $1,050
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Tier 2 · Most Requested

Assessment + Roadmap

What to do — for 90 days
Everything in Tier 1 — plus a 90-day behaviour change roadmap built around the leader's exact result. Month by month, specific to their archetype. Not generic guidance — a plan tied directly to what the assessment revealed.

What changes
The insight does not get filed away. The leader has a structured plan that turns what they now know about themselves into something they do differently — month by month.

Everything in Tier 1
90-day behaviour change roadmap — specific to their result
Month 1 — Recognising the pattern in real time
Month 2 — Practising the specific behaviour shift
Month 3 — Embedding the change so it holds under pressure
Minimum 3 participants
Per person · minimum 3

$550

Minimum engagement $1,650
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Tier 3 · Full Programme

The Full Report

Leader and mentor, aligned
Everything in Tier 2 — delivered to both the leader and their mentor. The mentor receives the full report, the 90-day roadmap, and specific guidance on how to support each stage. Both parties start from the same picture and work the same plan.

What changes
Development stops happening in isolation. The mentor has the language and the roadmap. Both parties know what is being worked on and what support looks like at every stage.

Everything in Tier 2
Full report delivered to both leader and mentor
Mentor guidance notes — how to support each stage
Both parties aligned — same diagnosis, same plan
Minimum 3 participants
Per person · minimum 3

$800

Minimum engagement $2,400
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Most organisations begin with The Mirror and upgrade within their first
year. The tiers are designed to take you further — not to start over.

Leadership development that works at the level where patterns actually form

Most leadership interventions work at the surface — they change what leaders say and do in training, without touching what drives those behaviours under real pressure. A well-designed assessment goes deeper. It names the pattern. And when a leader can finally see the pattern, the work of change can actually begin.

Every assessment Devika designs is built from scratch — scenario-based questions drawn from your real organisational context, result types named for the patterns your leaders actually live in, and feedback written at the depth of a coaching conversation. Because it is written by a coach who has had thousands of them.

"The most effective leaders are not those who react fastest or speak loudest. They are the ones who have developed inner mastery — the capacity to respond thoughtfully rather than react. That mastery can be assessed, named, and developed. But only if you are measuring the right thing."

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The leadership dimensions organisations most need to measure

MOST REQUESTED
🌍
DEI Leadership
Whether your leaders are creating genuine inclusion or performing it. Who gets heard, who gets sponsored, whose potential gets recognised — and whether your environment gives everyone an equal chance to be developed.
HIGH IMPACT
🛡️
Psychological Safety in Teams
Whether your team culture is genuine trust or polished tolerance. Google's Project Aristotle identified it as the single strongest predictor of team performance — above talent, structure, and strategy.
MOST REQUESTED
🔥
Leadership Burnout Risk
Early signals of depletion before they become a performance problem, a mental health crisis, or an attrition event. Leaders are trained to push through. This surfaces what they are not saying.
MOST REQUESTED
📈
Promotion Readiness
The gap between performance and next-level readiness. Most high-potentials are not missing capability. They are missing visibility and positioning — this assessment tells them which.
🤝
Team Trust & Culture
Whether your teams operate on genuine trust or professional courtesy that suppresses the conversations that drive performance
⚡
Decision Making Under Pressure
How decision quality changes when stakes are high — and the specific failure mode each leader defaults to
💬
Communication & Influence
Where clarity breaks down and why recommendations are heard but not acted on
♟️
Strategic Thinking
Whether your leaders think in quarters or years — and what keeps them in execution mode
🧠
Resilience & Recovery
Whether your teams operate on genuine trust or professional courtesy that suppresses the conversations that drive performance
🎯
Delegation Effectiveness
Whether leaders create genuine ownership or unconsciously maintain control in ways that limit growth

Also Available

Executive Presence
The quiet signals your leaders send before they open their mouth — and the patterns rooms read instinctively that no one is naming
Authentic Leadership
Whether your leaders lead as themselves or perform a version borrowed from someone else — and what the performance is costing them

The difference is not method. It is depth.

Devika Das holds an Executive Masters from INSEAD in Coaching and Consulting for Change — specialising in clinical and organisational psychoanalysis. She is a published researcher, a member of the Harvard Business Review Advisory Council (opt-in member), the Forbes Coaches Council, and the World Economic Forum Expert Network. She is a Learning Coach on INSEAD's executive programmes in Executive Presence, Advancing Diversity and Inclusion, and Developing Emerging Leaders.

She has spent twenty years coaching C-suite leaders across Asia, Europe, and the Middle East — working at the level where leadership patterns actually form. Not the level of behaviour. The level of what drives it. Her CORE methodology draws on 644 research-backed techniques from neuroscience, psychodynamic theory, and leadership science — built on a single principle: presence cannot be performed. It can only be developed.

She is the author of From Within to Win — 223 Questions on Power, Presence, and Influence and recipient of the Global Women of Influence Award 2024. When she designs an assessment, it does not ask what your leaders do. It surfaces what drives them — and the gap between who they intend to be and how they actually show up.

INSEAD EMC · Clinical & Organisational Psychoanalysis
HBR Advisory Council (opt-in member)
Forbes Coaches Council
WEF Expert Network
Published Researcher
INSEAD Learning Coach
Global Women of Influence 2024
Author · From Within to Win

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you need

Each tier is a single custom assessment. Most organisations start with The Mirror — and find themselves wanting more once they see what lands.