Jordan Avery
Emerging Leader · Operations Analyst · Leadership Potential Assessment™
A high-agility, purpose-anchored emerging leader on a 12-18 month track to a first leadership role, with focused development in influence and strategic thinking.
Jordan's Leadership Potential Index of 84 places them in the Strong band: a candidate who, with deliberate development, is on track for a leadership role inside two years.
Learning Agility, Purpose & Motivation, and Growth Mindset are the standout factors. The internal engine for leadership is already running.
Influence Potential and Strategic Thinking are the two highest-leverage development priorities. Both are coachable with the right stretch placement and feedback rhythm.
Recommendation: place on the formal leadership track, pair with a development-minded mentor, and re-assess at twelve months.
Dimension breakdown
Purpose & Leadership Motivation
94%23/25 · High Potential. Wants to lead for the right reasons. Motivation is anchored in impact, not status.
Learning Agility
92%23/25 · High Potential. Learns from new situations fast; future stretch will compound.
Growth Mindset
90%22/25 · High Potential. Believes ability is built. Feedback gets absorbed, not defended.
Responsibility & Ownership
88%22/25 · High Potential. Owns outcomes without prompting; closes the loop without follow-up.
Initiative
84%21/25 · High Potential. Moves before being told inside familiar territory; can be coached to widen the radius.
Adaptability
82%20/25 · Emerging. Productive during change; default plan-A reflex can be tightened.
People Development Orientation
80%20/25 · Emerging. Notices strengths and encourages growth; ready for a small coaching arc.
Emotional Maturity
78%19/25 · Emerging. Composed in normal conditions; the highest-stakes moments are the development reps.
Influence Potential
76%19/25 · Emerging. Builds trust inside familiar circles; needs stretch in cross-functional influence.
Strategic Thinking
70%18/25 · Emerging. Steps back when prompted; the development move is doing so without prompting.
Strengths to leverage
- +Purpose & Motivation (23/25) is the most durable predictor in this profile; Jordan will lead because they want to, not because of the title.
- +Learning Agility (23/25) is the single highest predictor of future leadership performance; stretch will compound.
- +Growth Mindset and Responsibility & Ownership together create the foundation that absorbs hard feedback and acts on it.
- +Initiative and Adaptability indicate someone who can be handed territory and trusted to move it forward.
Growth edges
- →Strategic Thinking is the most important development focus; add a recurring strategic briefing with a written synthesis.
- →Influence Potential needs cross-functional reps; assign a project that requires gaining support without authority.
- →Emotional Maturity benefits from structured composure routines before high-stakes moments and a debrief after charged exchanges.
- →People Development is ready to grow; pair Jordan with a junior team member for a defined coaching arc.
Coaching questions
- Question 1What is one pattern in the business that others might be missing right now?
- Question 2Where could Jordan exercise influence without formal authority in the next 90 days, and how will we support it?
- Question 3What is the highest-stakes moment Jordan is likely to face next quarter, and what composure rep should they build before then?
- Question 4Who could Jordan coach inside the team this quarter to start building development reps?
Recommended action plan
- • Co-author a written development plan around Strategic Thinking and Influence Potential.
- • Assign a development-minded mentor and a weekly 30-minute check-in for the first month.
- • Hand off a project that requires gaining support without formal authority.
- • Add a recurring strategic reading or briefing with a one-page written synthesis each month.
- • Hold a 90-day review against the two focus areas and the stretch experience.
- • Decide on the next placement, leadership rotation, expanded scope, or formal first-line leadership assignment.