CQ scores three behaviors under pressure, each 1–10 — Initiative (how consistently someone acts without being prompted), Follow-Through (how consistently someone completes what they committed to), and Learnability (how consistently someone acts on feedback). The CQ Score is the average.
A CQ result reflects observed behavior during a defined window and is valid for twelve months. Anyone assessed receives their own result and may request re-assessment at any time.
Profile: High across all signals. Consistently steps in without prompting, even when things are unclear. Strong investment signal.
Profile: Good Follow-Through, but Initiative drops under pressure. May need role clarity and coaching before a leadership promotion.
Profile: Low Initiative and Learnability. Often waits for direction when situations are unclear.
Some of your best people will score lower on CQ. It measures behavioral development focus under pressure — not talent, skill, or worth. A low score simply signals someone may need more structure, clarity, or support before stepping into a higher-scope or leadership role; many thrive in well-defined roles.
This report is a confidential behavioral snapshot for leadership development, coaching focus, and investment decisions only. CQ results may be used to identify coaching focus areas, allocate development investment, design team interventions, and support individual self-directed growth. CQ results may not be used, in whole or in part, as a factor in hiring, candidate screening, termination, demotion, discipline, compensation, or as a gate on promotion eligibility.
A Prove cycle turns a promotion you’re unsure about into a decision you can defend.
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