Transformation Competencies Self-diagnosis

ABOUT thE self-diagnosis.


This self-diagnosis will enable you to discover your level of maturity in 12 critical competencies to lead a transformation. By answering a questionnaire, you will be able to analyse how you behave in certain situations that reveal your degree of development in these skills. Once you have completed it, you will receive a report.

If you would like to learn more about these competencies and how to incorporate them into your life, we recommend reading the book Head, Heart and Hands. Available on Amazon.

Transformation Competencies MODEL


These are 12 skills that we call Transformation Competencies and which -in our experience of transformation consulting with more than one hundred companies in thirty countries- are decisive for leading change in any type of organisation.



On completion of the self-diagnosis, you will receive a detailed report revealing your level of development in each of the twelve competencies, and you will also receive recommendations to boost your self-development and a selection of learning resources.



Fill now your self-diagnosis now and start to lead your own transormation.


launch self-diagnosis

To lead the transformation of an organisation, one has to tackle several critical dimensions, responding to 4 key questions.



To start a transformation, the first step is to define the strategy and the second is to design an action plan that focuses on the organisation’s talent and resources.



Transformation always requires extraordinary team effort that can only be obtained through inspiring leadership.



Throughout the transformation, team alignment must be ensured through constant communication.



To meet the challenges of transformation, it is necessary to deploy a collaborative work model that breaks down the silos and that guarantees agile and disciplined execution.

Our model is based on a simple methodology for managing transformation. It revolves around a selection of strategic company projects and facilitates both the disciplined execution of them and the development of personal skills.

Modelo Competencias Inglés


It is the ability 1) to “read” complex situations, where there is an abundance of information, aspects and players; 2) to identify the critical factors, and 3) to make practical decisions that expedite obtaining the desired results.


It is the ability to transform strategic challenges into projects with specific goals that achieve tangible and measurable results within a limited period.



It is the ability to lead project execution by empowering multidisciplinary teams to focus on early and incremental achievements, through an iterative learning process and dynamic planning -with disciplined follow-up-; keeping the team cohesive even in crisis situations.


It is the ability of living consciously and consistently according to specific values focused on improving oneself and helping others to improve. Given the frailty of human nature, it is not hard to succumb to daily conduct that fails to live up to one’s values, meaning a constant battle is required to maintain one’s integrity and to recover it whenever we fall short.


It is the ability to develope a genuine interest in others that allows you to get to know them, appreciate them, earn their trust and help them develop their talents. Closeness goes beyond the usual warmth of some cultures, such as the Latin culture, which is characterised by being more sociable, open and expressive than, for example, the Anglo-Saxon culture. This skill embodies the desire and effort to go beyond oneself and get closer to other people, and together fomenting a stronger bond that transcends mere technical and strictly professional interaction.


It is the capacity to express opportunities for improvement -gently and clearly- or to express recognition for an action or performance to any of the people with whom we collaborate in the organisation, irrespective of their hierarchical position or the functional area to which they belong. This skill requires developing the ability to “read” people’s behaviour and feelings, and also the capability to design and approach inspiring conversations that help them improve. There is no tool more transformative than a face-to-face conversation.

verbal & non-verbal communication

It is the ability to explain the complex in a clear, concise and attractive way. This skill applies to all types of meetings, presentations, training and conversations. Non-verbal communication also plays an essential role in the consistency of the message and helps increase its impact.

written communication

It is the ability to explain the complex in a clear, concise and attractive way in written formats, while respecting spelling and grammar rules. This skill applies to all types of written communications that occur in an organisation: from writing a report that provides real value to writing an email subject line that captures and focuses the attention of the recipient.

effective presentations

It is the ability to explain complex issues in a clear, concise and attractive way, using when appropriate audio-visual presentation tools (PowerPoint, Keynote, Prezzi, videos, etc.). This skill requires the ability to construct a narrative adapted to the type of context (from a team meeting to a presentation before a large gathering) and the kind of audience.

digital tools

It is the ability to use the appropriate digital platforms and tools to improve the efficiency of each person’s work and collaboration with the rest of the organisation. This skill requires a reasonable update on new technological tools, leadership to create clear rules of use and discipline to implement them consistently over time.

meeting & workshop management

It is the ability to conduct these forums in an expeditious and disciplined way, ensuring that they provide real value, through efficient use of all the participants’ time, knowledge and talent. This skill involves assuming the role of facilitator and using appropriate methodologies for different types of meetings or workshops.

matrix influence

It is the ability to lead and collaborate on projects with people from different functional or geographic areas, through informal leadership based on influence and not on hierarchical dependence.

example of questions on the questionnaire

It is a detailed questionnaire, with a total of 250 questions about behaviours, that will enable to diagnose your degree of maturity on the 12 Transformation Competencies.

duration & devices

Completing the questionnaire will take approximately 60-75 minutes. In addition, you can use your laptop, your smartphone or your tablet to complete the questionnaire.


If you need to pause and continue at another time, you can save your questionnaire and finish it later.


what is included in the report?

You will receive a detailed report with your level of maturity on each of the 12 competencies, that will help you to identify your areas of opportunity and provide you with insights to define your self-development strategy.

My level of maturity in the 12 competencies

An aggregated view of your maturity in each competency.

see example


Detailed assessment of competencies and their critical dimensions

A personalized and detailed explanation of your abilities in each competency, to help you understand your strengths and weaknesses and how they affect your current performance.

see more

Self-development recommendations

A set of recommeded actions to lead your own transformation. It includes a selection of learning resources that you can take advantage of to speed up this process.

start leading your self-development process today

After this self-diagnosis, you will have key insights to help define the best approach for your own personal yransformation process, and create a personalised self-development plan.

start self-diagnosis