PM Leadership Capability Builder

Capability index

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not yet assessed

Coverage

0%

23 competencies

Items answered

0

of 110 in bank

Calibration

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self-view vs measured

Where you are

Four domains, one per summit day. The engine keeps a probability distribution over your mastery of each competency and picks what to ask next.

Strengths sharpen these

Answer ~15 items to establish a signal.

Development gaps build these

Answer ~15 items to establish a signal.

Session

Saved

Progress saves automatically in this browser and survives closing the tab. Export if you want to move it to another machine or keep a dated snapshot — import restores the engine exactly where it left off.

Day competency type difficulty

Capability radar 23 competencies · dark outline = mastery · coloured spoke = 68% credible interval · black dot = your self-rating · outer dot = domain

Read-out

Hover a spoke on the radar.

Day 1 Bias & role Day 2 North Star Day 3 Influence Day 4 Business results

All competencies

Bar = posterior mean mastery. Grey block = 68% credible interval (it narrows as you answer). Black tick = where you rated yourself.

Calibration the gap between self-view and measured performance

Day 1: “the gap between self-view and their view is the real signal.” Over-confidence is where blind spots live.

30-day action plan generated from your lowest-mastery and most over-rated competencies

Format follows the Day 4 commitment card: one business decision approached differently, one stakeholder action, one evidence/financial discipline — plus the support you need from leaders.

Answer ~15 items, then generate.

Your commitment card

The five-minute executive update the capstone — six panels, in order

This is where the executive-communication learning lands. Work down the six panels and draft your own briefing against a live decision you own. Each panel is the summit reference; the box beneath it is yours.

Before you present it

The Day 4 review board scores on five weighted criteria. Check your draft against them.

Criterion	Weight	What the panel will ask
Customer evidence and problem clarity	20%	What evidence proves this is the right problem?
Business and financial impact	25%	Why is this financially worth doing now?
Strategic and portfolio fit	20%	What are we not doing if we fund this?
Risk and assumptions	15%	What happens if the assumption is wrong?
Leadership ask and execution clarity	20%	What exactly do you need from this review board?

How the engine chooses

Nothing here is a black box — these are the actual parameters driving selection right now.

Selection policy

Each competency holds a Beta(α,β) posterior over mastery θ. On every turn the engine draws a Thompson sample θ̃ from each posterior, then scores competencies on:

Information — posterior SD. Unmeasured competencies win early.
Development need — distance below the target level, weighted by the growth/strength dial.
Strength sharpening — competencies above 0.75 stay in rotation at difficulty 3.
Spacing — items become due again on an SM-2-style interval that stretches as you get them right.

Within the chosen competency it picks the item whose predicted success probability is closest to 0.75 — the desirable-difficulty band where learning gain is highest.

Dials

Build gaps ↔ sharpen strengths: Target mastery level: Domain focus

Live competency scores what the policy sees this turn

Competency	θ̂	SD	n	Info	Need	Due	Priority