Answer based on your current role, not the role you are hoping this will become. Be precise, not hopeful. The result only works if the inputs are honest.
How the scoring works
Five dimensions: each grounded in established organisational psychology research: Growth signal (Hackman & Oldham Job Characteristics Model, 1976), Role fit (Person-Environment Fit theory, Edwards 1991), Relationship health (Leader-Member Exchange theory, Graen & Uhl-Bien 1995), Future visibility (Vroom Expectancy Theory, 1964), and Emotional honesty (practitioner framework, pattern-based, not academic).
Weighted scoring: not all dimensions carry equal weight. Role fit and Future visibility are weighted 1.5×. Emotional honesty is weighted 2×, because two decades of watching career decisions unfold shows that what you already sense about your situation is a stronger predictor than any other signal. Maximum score is 44.
Context layer: your situation (financial dependents, active opportunity, years in role, primary pain) adjusts the interpretation of your score. A 21/44 means something different for someone with an offer in hand than for someone with no options and high obligations.
What this is not: a clinically validated psychometric instrument. The dimensions are research-grounded. The questions, weights, and thresholds are practitioner-designed. This is a structured thinking aid, not a substitute for a honest conversation with a trusted mentor who knows your specific context.
Weighted scoring: not all dimensions carry equal weight. Role fit and Future visibility are weighted 1.5×. Emotional honesty is weighted 2×, because two decades of watching career decisions unfold shows that what you already sense about your situation is a stronger predictor than any other signal. Maximum score is 44.
Context layer: your situation (financial dependents, active opportunity, years in role, primary pain) adjusts the interpretation of your score. A 21/44 means something different for someone with an offer in hand than for someone with no options and high obligations.
What this is not: a clinically validated psychometric instrument. The dimensions are research-grounded. The questions, weights, and thresholds are practitioner-designed. This is a structured thinking aid, not a substitute for a honest conversation with a trusted mentor who knows your specific context.
