Skip to content

Know where your leadership team stands.

Ignis AI gives leadership teams, HR leaders, and consultants the clarity they need to measure each person’s Power Skills and then grow their potential.

Download the Leadership Development Action Plan Schedule a conversation
Smiling professional woman in a teal blouse

Leading by example requires knowing your example.

You know the moment. The leadership team rolled out new AI tools and asked managers to change how their teams work. Adoption is sluggish. In the next leadership meeting, someone says change should start at the top. Everyone agrees. Then someone asks which skills the team should be modeling and how their people measure on those abilities. Silence. Nobody has a defensible answer.

Self-assessments tell you how leaders see themselves. 360s tell you how colleagues see them, filtered through years of working together. Neither tells you where the team's Power Skills actually stand, or which ones to develop first for the most impact.

Meanwhile pressure builds. Leaders are asked to move faster while layering AI tools onto existing processes. Most are also making calls with more uncertainty than they've faced in their careers.

A good read on the room is not a development plan.

A measured baseline for the people setting direction.

The leadership team completes the Ignis AI Power Skills Assessment. Each leader gets a scored PowerSkillsPrint™, and the leader of the development work gets a team-level view of where the group is strong and where it has gaps.

Power Skills are the applied human capabilities that shape how people perform in real work: creative thinking, communication, collaboration, leadership, analytical thinking, productivity, and AI fluency. They can be observed, they can be developed, and with Ignis, they can be measured.

These are the skills leaders draw on to turn a decision into action. A baseline reveals which skills are strong and which ones need development. And it narrows your focus or helps you track progress.

Re-assess later to see what moved. The same before-and-after measurement L&D teams use for programs works for the leadership team itself.

Three ways teams are bringing Ignis into leadership development

For consultants: get to the development work sooner.

Most leadership training starts with weeks of interviews and discovery before real work begins. Ignis gives you a measured Power Skills baseline in the first phase, so client time is spent where you were hired to lead.

For HR leaders: build programs around measured gaps.

Whether you're running a leadership program or enabling new managers, start with a baseline for the leadership team. Then extend the assessment to the existing managers to carry new ways of working to their teams.

For leadership teams: set priorities before big moves.

Before a strategy offsite, an AI rollout, or a change in who sits at the table, see the team's combined Power Skills profile, so priorities are based on measurement instead of self-perception.

This is not another leadership offsite exercise.

What you have now
What Ignis adds
What you have nowSelf-assessments and self-perception
What Ignis addsBehavioral skills scores from realistic scenarios
What you have now360 feedback filtered through relationships
What Ignis addsStandardized profiles comparable across the team
What you have nowStrengths conversations built on anecdotes
What Ignis addsProficiency levels on specific Power Skills
What you have nowWeeks of interviews before development work starts
What Ignis addsA baseline in the first phase of the engagement
What you have nowPriorities set by whoever makes the strongest case
What Ignis addsOne or two priorities the data supports
What you have nowAgreement that leaders should model the change
What Ignis addsEvidence of which skills to model, and from what level

"We already know our leadership team."

It's a fair point. Leadership teams usually know each other well. That's also the challenge. After years of working together, a leader's read on a colleague is hard to separate from history, relationships, and the last tough meeting. Familiarity is blinding.

A standardized measure gives the team a shared starting point, without any conscious or unconscious bias. Neutral data makes it easier to suggest development needs for leaders, even at the top of the organization.

The key is a reliable measurement. Ignis has undergone formal psychometric validation using Item Response Theory. Four things support it:

Learn more about Ignis’ methodology. 

  • Bias testing. In April 2026, Ignis completed a study with more than 1,000 participants and found no significant evidence of bias against key protected groups across gender, race, and ethnicity.

  • A purpose-built skills framework. Responses map to calibrated proficiency levels on specific Power Skills, using a model fine-tuned for this domain.

  • Sensitivity to real change. The proficiency model detects meaningful skill development within 30 to 60 days, so re-assessment shows what moved.

  • A research lineage. Years of applied psychometric research, including assessments across 60+ countries.

Five steps from first conversation to team readout.

Ignis uses one proven process for consultants, your HR team, or leaders themselves to run a program.

  1. Discovery.

    Clarify what the team is trying to accomplish and who needs to be involved.

  2. Contextualization.

    Connect the assessment to the team's priorities and the roles in the room.

  3. Deployment.

    Leaders complete the Ignis AI Power Skills Assessment.

  4. Executive readout.

    Walk senior leaders through the team-level view and the priorities it supports.

  5. Team readout.

    Share results with the wider team and agree on where to start.

Get the full action plan with timelines and suggested audiences 

Download the Leadership Development Action Plan

Know where your leadership team stands.

Start with a measured Power Skills baseline for the people setting direction.

Download the Leadership Development Action Plan Schedule a conversation

Frequently asked questions

Any of them. The five steps are the same, and Ignis supports each model.

Yes. Ignis Power Skills Assessments enable consultants with the data they need to drive leadership development outcomes.

Leveraging proven science and models behind Ignis’ AI Power Skills Assessment, discovery to team readouts are shortened by weeks, compared with other industry approaches.

No, quite the opposite. Ignis measures proficiency on specific Power Skills through realistic scenarios. It shows what a leader can do at a measured level, and it can complement other tools a leadership team already uses.

Each leader receives their own PowerSkillsPrint™. Team-level and individual views are role-based and configured before deployment, whether an HR team member or a consultant is leading.

Fair question. Our methodology was built by researchers who designed assessments for the OECD, Harvard, and Microsoft. We're new as a company. The science behind our assessments is not.