Methodology and limitations
How the CLCD summary is calculated
Instrument clcd-64-v1 · scoring clcd-bands-v2
What it measures
The diagnostic contains 64 positively worded self-assessment statements across the Cognitive, Emotional, Social, and Meta competences. Each competence contains four sub-competences. Responses use a 1–5 scale and are summed without hidden weighting or reverse scoring.
Development bands
| Score | Band | Purpose |
|---|---|---|
| 64–143 | Significant development required | You rated yourself low across most of the behaviours the CLCD measures. This reflects how you currently see yourself, not how you actually perform — treat it as a clear starting point for development rather than a verdict. |
| 144–207 | Foundational competence | You rated yourself moderately across the behaviours the CLCD measures. The differences between your domains usually say more than the overall number, and the scores reflect how you see yourself rather than how others experience you. |
| 208–265 | High functioning competence | You rated yourself high across much of the CLCD framework. That reflects how strongly you recognised these behaviours in yourself; the real-world test is whether the people you lead would recognise them too. |
| 266–320 | Exceptional competence | You rated yourself very high across the CLCD framework. Scores this close to the ceiling leave little room to show differences between areas, so feedback from people who see you lead is the most valuable check on where this picture is accurate. |
Important limitations
- This describes current self-perception, not objectively observed behaviour.
- Context, mood, role expectations, and impression management can affect responses.
- The app does not currently present population norms, reliability coefficients, or independent validation evidence.
- The displayed percentage is the proportion of the maximum possible self-report score; it is not a percentile, probability, or comparison with other leaders.
- Do not use the result as the sole basis for recruitment, promotion, performance, clinical, or similarly significant decisions.
- Flat or tightly clustered profiles are described as balanced rather than forcing an arbitrary strongest or weakest competence.