For C-Suite Leaders

The Executive Bench Assessment

Fifteen questions. Under five minutes. Most C-suite leaders believe they are developing their high-potentials. This assessment will tell you whether that is actually true.

Built for CEOs, Presidents, and C-suite executives responsible for talent development and succession.

Executive Bench Assessment

Do you have a manager who could move into an executive role?

Think about the person on your team who has real potential — the one you would consider for a director, VP, or senior leadership role. Not just a strong performer, but someone you genuinely believe could lead at a higher level.

This assessment tells you whether they are actually ready — or whether there are gaps that will cause them to struggle the moment they get there. 15 questions. About three minutes.

Answer based on that one person. Be honest. The results are only useful if you are.

Your results go to you. No spam. One reply if your results suggest the Executive Accelerator is a fit.

✓

Your bench assessment is ready.

Enter your name and email to see where your high-potential development has gaps and what the readiness risk is.

Your results are sent to Chip Carlson at Talk with Chip. No spam. One reply if your results suggest the Executive Accelerator is a fit for your team.

Your Bench Readiness Score
out of 30
How This Is Scored
24 to 30  |  Strong Bench
17 to 23  |  Bench at Risk
Below 17  |  Significant Bench Risk

Each of the five pillars is also scored individually on a 3 to 9 scale. A pillar marked High Risk means the majority of your answers in that area flagged a gap. One concentrated high-risk pillar is enough to derail a promotion regardless of how your overall score looks.

Keep scrolling. Your full breakdown is below.
Critical Gap Alert

Your overall score may not reflect the full risk. The following pillars show concentrated weakness, meaning most of your answers in these areas signal a significant gap. A single concentrated pillar failure is enough to derail a promotion, regardless of how your other areas scored.

    What Closes These Gaps

    The Executive Accelerator was built for exactly this.

    Every pillar this assessment measured has a dedicated module in the Executive Accelerator. Your high-potential does not attend lectures. They build a working deliverable for each competency, one they apply inside your organization while the program is still running, and return to you with frameworks they will actually use.

    The gaps this assessment named are not unique to your high-potential. They are the five predictable patterns that stop executives from advancing at every company, in every industry. They do not close on their own. They close through deliberate development against each one, specifically.

    Decision Clarity Your high-potential builds a personal decision framework and tests it against real decisions during the program. They leave knowing which calls are theirs to make, when they have enough information to move, and how to frame the right question before trying to answer it.
    Financial Fluency They learn to read, interpret, and speak to financial performance at the level the CFO and board expect. Not accounting. Business language, the language of margin, capital, and return that determines who gets a seat in the room.
    Strategic Perspective They learn to see the landscape the way executives two levels up see it, who the real decision-makers are, what the board is actually watching, and how the organization looks from the outside looking in.
    Organizational Influence They develop the peer credibility and cross-functional reach to move things without authority. The skill that is invisible in the current role and essential in the next one.
    Personal Leadership System They install a repeatable operating protocol for managing energy, making decisions under pressure, and maintaining the consistency that executive performance demands. Not a wellness concept, an operating system.

    This does not fix itself.

    The gaps this assessment identified will not close through exposure, observation, or time in role. They close through deliberate, structured development against the exact five competencies this assessment measured. Cohort 1 begins October 13, 2026. Twelve seats.

    Individual
    $5,500
    per seat, founding cohort
    Corporate (3+)
    $6,200
    per seat, Cohort 2 and beyond
    Learn About the Program Contact Chip directly to discuss corporate enrollment

    Your Detailed Gap Analysis

    The five pillars are ranked below from your highest-risk gap to your lowest. Read these to understand exactly where the development needs are concentrated and why each one matters at the executive level.

    Ready to close these gaps?

    Twelve seats. Cohort 1 begins October 13, 2026. If you are considering enrolling a high-potential, this is the conversation to have now.

    Learn About the Program Contact Chip directly to discuss corporate enrollment