Every business that scales needs three functions led well: bringing in the business, keeping it, and evolving it. Score your team to find the leaders already among them. Everything stays in your browser — nothing is saved or sent unless you choose to download it.
What they can do. The practical ability to execute the work — write the proposal, run the campaign, manage the delivery, design the offer. Skills show up in action: a high-skill person produces good work today, with their own hands.
What they know. Their understanding of the field — the methods, the market, the tools, the "why" behind the work. Someone can know a lot without the skill to apply it yet, or execute well without grasping why it works. Knowledge is what lets them make good calls in situations they haven't seen before.
How much they've done it. The depth and variety of real practice behind them — how many times, in how many situations, under how much pressure. Experience turns skills and knowledge into judgement: spotting problems early and staying calm when things go sideways.
Use these to sense-check your scores. They run from foundational to leadership — someone strong on 1–4 but weak on 8–10 is a solid contributor, not yet a leader of the function.
Roughly what share of YOUR time goes to each area? Don't worry about hitting exactly 100 — we work from the proportions.
Add everyone you'd consider for a leadership role (up to 10). Their names become the columns in the scoring grid below.
For each function, every team member was scored out of 30 — their Skills, Knowledge and Experience scores (each up to 10) added together.
"Team SKE" adds up those scores across everyone, so the more people you have who are strong in an area, the higher it climbs. "Team %" turns that into a share: of all your team's strength, how much sits in this function.
"Gap" compares that share to how much of your own time you spend there. Green means your team is stronger in that area than the time you put in — a good sign someone can carry it. Red means the reverse: you're spending time where your team is thin, which is exactly where you stay stuck.
This shows you capability. The full Success Triangle diagnostic adds a readiness assessment — how ready each person is to actually lead a function, scored against 30 questions — and plots capability against readiness so you know exactly who to promote, who to develop, and who to keep where they are. Download your data above and take it into the full tool.
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