Self-Regulation Profile Assessment and Personal Performance Dashboard

What this is

Two instruments from Chapter 9. The Self-Regulation Profile Assessment is a five-item self-rating, 1 to 5 per item, with the book's only scoring guidance. The Personal Performance Dashboard is a four-dimension measurement design (Energy, Attention, Developmental Practices, Relationship Investments), described through one executive's example. The book also gives a three-dimension qualitative self-assessment of the profile.

Use when / Do not use when

Use at the start of work on leader self-regulation, and again later to see change (re-rating is an addition; the book does not say to repeat it). Do not treat the total as a diagnostic or a benchmark of people. Do not use it to rank leaders. (Addition.)

The Instrument

A. Self-Regulation Profile Assessment

"Rate yourself on each dimension from 1 (limited self-regulation) to 5 (sophisticated self-regulation)."

Total = sum of the five scores (arithmetically 5 to 25).

The book's only guidance, verbatim in substance:

• "A total score below 15 indicates significant opportunity to develop self-regulation capability."
• "A score above 20 suggests sophisticated self-regulation practices."
• "Most leaders I've assessed fall between 15-20 - they have some effective practices but haven't yet developed a comprehensive self-regulation system."

No further bands, labels or cut points exist. Do not add any. Items 2 to 4 echo the Leader's Recovery Loop.

B. Self-Assessment: Your Self-Regulation Profile (three dimensions, qualitative, unscored)

The book says that beyond the numeric score, a profile means recognizing patterns across three dimensions. Each is a "How clearly / how well / how effectively" prompt:

1. Energy Pattern Recognition. How clearly do you recognize:
   • Your natural energy cycles throughout the day
   • Early warning signs of different types of depletion
   • Which activities are energy-giving versus energy-depleting
   • How your energy state affects your leadership behaviors
2. Regulation Strategy Effectiveness. How well have you developed:
   • Micro-regulation practices (small interventions that maintain energy)
   • Transition rituals (practices that support shifting between contexts)
   • Recovery protocols (approaches for addressing significant depletion)
   • State preparation methods (techniques for entering optimal states)
3. System Integration Quality. How effectively have you integrated regulation into:
   • Your schedule design and meeting patterns
   • Your physical workspace configuration
   • Your team norms and expectations
   • Your leadership communication approach

Book's stated purpose: understanding your profile "helps focus development in areas that will create the greatest impact."

C. Personal Performance Dashboard (four dimensions)

The book's claim: leaders either track nothing about their own performance or track only activity metrics (emails processed, meetings attended, deliverables completed). The Dashboard makes visible the variables that drive leadership impact. The four dimensions below come from one financial services executive's design; they are examples of what to track, not a required metric set.

1. Energy Metrics
   • Physical: morning energy rating, end-of-day reserve capacity, recovery interval timing
   • Emotional: emotional range expression, recovery ratio after intensity, mood pattern quality
   • Mental: focus session quality, cognitive flexibility indicators, thinking depth assessment
   • Purpose: meaning connection frequency, value alignment activities, impact awareness moments
2. Attention Deployment
   • Presence quality during key interactions (self-assessed on a 1-5 scale)
   • Attention match between actual focus and intended priorities
   • Distraction recovery speed when focus was interrupted
   • Deep thinking intervals for complex challenges
3. Developmental Practices
   • Learning rituals completed and their perceived value
   • Feedback sought, received, and integrated
   • Skill practice intervals in targeted development areas
   • Reflection quality on key leadership challenges
4. Relationship Investments
   • Connection quality with key stakeholders (assessed through brief check-ins)
   • Trust-building behaviors with team members
   • Support provided to direct reports and peers
   • Conflict engagement quality when tensions emerged

Book's key insight: "measurement itself shapes behavior." When the executive shared the dashboard with his team, members built their own versions, and performance conversations expanded to include how work was happening and what state people brought. (Book illustration, unverified, not for ROI or proof claims.)

How to run it (Performance Lab suggested practice)

1. Client rates the five items without discussion, then records one sentence of evidence per rating.
2. Total the score and read it only against the three statements above.
3. Walk the three qualitative dimensions in Section B and note the client's own answers.
4. Pick one or two lowest-rated items to work on; link to the elements of the Leader's Recovery Loop.
5. For the Dashboard, have the client choose a small number of indicators per dimension and define each in their own words before tracking. Rating scales other than the 1-5 presence rating are not given by the book and must be defined by the client.

Record sheet (Performance Lab suggested practice)