Gravitas Quotient · For Organisations
Your organisation measures performance. Who is measuring presence?
The Gravitas Quotient (GQ) is the first assessment that measures leadership presence objectively — the way IQ measures intelligence and EQ measures emotional intelligence. Six pillars. One score. A clear development path for every leader in your organisation.
Leadership Team · Presence Map
Illustrative aggregate view — six pillars across one leadership team
| Con | Dis | Equ | Inf | Tha | Ele |
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▲ 2 early-warning flags detected
The Blind Spot
The Most Expensive Gap in Your People Data
Every organisation tracks results — targets, ratings, reviews. Yet the single factor that decides whether a leader is trusted, followed, and effective under pressure appears nowhere in the data: their presence.
You have seen the consequences. The brilliant manager whose team quietly disengages. The high performer who gets promoted and stalls. The leadership bench that looks strong on paper and thin in the room.
These are not performance problems. They are presence problems — and until now, there was no objective way to see them coming.
GQ makes leadership presence visible, measurable, and developable.
What GQ Measures
Six Pillars. Two Domains. One Complete Picture.
A 48-item psychometric instrument that maps leadership presence — both what happens inside a leader, and what their presence does to everyone around them.
Foundation Pillars
The Internal Operating System
How a leader relates to themselves
Self-trust in judgment, voice, and decisions
Follow-through, independent of mood or supervision
Composure and clear thinking under pressure
Expression Pillars
The Outward Impact
What that internal state does to others
Moving people without relying on formal authority
A grounded, appreciative baseline that sustains morale
The measurable lift a person creates in the people around them
0–19
20–39
40–59
60–79
80–100
Each pillar is scored 0–100 on a five-band development scale — a shared language from individual reports to organisational dashboards.
Why GQ Is Different
Not Another Personality Test
“Executive presence” has always been vague. GQ is the first instrument to measure it objectively, on a scale your organisation can track.
Most tools measure inner traits or outward behaviour. GQ maps both domains — and the gaps between them, where most leadership problems live.
Scores are a snapshot of current patterns, designed to move. Reassessment shows real growth — ideal for tracking coaching and training ROI.
Every premium report includes band-specific micro action steps for each pillar and a structured 90-day development path.
Each leader sees exactly where they stand, which pillar carries their highest leverage, and the sequence to work on next.
The report identifies the one or two pillars where effort compounds fastest — so development budgets go where they move the needle.
Six pillars, five bands, one score. HR can explain GQ to a CEO in ninety seconds — and a CEO can explain it to the board.
A live sample report says more than any list.
Request a SampleAcross the Employee Lifecycle
One Instrument. Ten Ways It Works for You.
Develop
Build the leaders you already haveLeadership Development
Assess before and after promotions, programs, or coaching engagements. GQ gives HR an objective baseline of each leader's strengths and focus areas — and a measurable way to demonstrate that an intervention worked.
Team Coaching & Feedback
Give managers a shared, neutral vocabulary. A team member's low Discipline score becomes a concrete growth goal rather than a personal criticism. A leader's low Equanimity score explains the tension the whole team feels but nobody could name — and gives a path to fix it before collaboration erodes.
360° Leadership View
A stakeholder version of the assessment lets peers, reports, and managers evaluate a leader on the same six pillars — revealing the gap between how leaders see themselves and how their presence actually lands. Offered as a facilitated engagement.
Decide
Promote, hire, and move people on dataSuccession Planning
For critical positions, GQ shows exactly where each successor's presence gaps lie — and how long the runway is to close them. Build your bench on data, not impressions.
Recruitment & Role Fit
Different roles run on different pillars. Confidence is critical in sales and client-facing roles. Equanimity predicts sustainability under pressure. Discipline underpins operations. Thankfulness is a genuine edge at C-suite level. GQ adds a presence lens alongside your interviews and track record.
Internal Role Changes
The same pillar-to-role logic applies when moving people internally: promote and transfer with a clear-eyed view of presence fit, not just performance history.
Retain & Protect
Hear the signals before the exit interviewRetention Signals
Sustained high Equanimity and Thankfulness are meaningful signals of engagement and stability; sharp drops are early flags worth a conversation. A humane early-warning layer that annual surveys miss.
Wellbeing Pulse
Because Thankfulness and Equanimity track how people are actually experiencing their work, aggregate GQ data doubles as a wellbeing pulse — a directional signal that tells you where to look closer and support sooner.
Foresee
See the crisis while it is still a patternOrganisational Early-Warning
Aggregate GQ data reveals risks before they become crises. A time-sensitive business scoring low on Discipline is a red flag. A customer-facing function low on Equanimity is a service failure waiting to happen. A leadership team low on Elevation and Influence is an impending leadership crisis — visible in the data months before it is visible in the results.
Team Strengths Mapping
Roll individual results up into team and department profiles. See which capabilities each team runs on, where the collective gaps are, and how to compose teams whose pillars complement rather than compound.
How It Works
From First Assessment to Organisational Insight
Start with one leadership cohort or team. Each member completes the 48-item assessment online — about 10 minutes.
Every participant receives their personalised premium report: pillar deep-dives, GQ Profile, micro actions, and a 90-day path.
Structured debrief sessions turn scores into commitments — facilitated by us, or by your HR team using the GQ framework.
Leadership receives the organisational view: team pillar maps, band distributions, and early-warning signals.
Interventions target the highest-leverage pillars. Reassessment at 90 days shows movement — in numbers your CFO will accept.
Built for Serious Use
A Framework, Not Just a Form
GQ is an original, proprietary instrument developed from real-world executive coaching practice — 48 items with reverse-scoring controls, six construct definitions grounded in the established psychology of self-efficacy, self-regulation, and positive organisational behaviour, and a five-band interpretation framework used consistently from individual reports to organisational dashboards.
It is supported by a complete professional ecosystem: a coach's interpretation manual, a behavioural matrix of 150 observable indicators, structured debrief protocols, and facilitator training for organisations that want to run GQ internally.
GQ is a developmental instrument. In selection contexts it is designed to complement — never replace — your interviews, references, and existing evaluation process.
About the Creator
Vivek Singh
Founder – Gravitas Quotient
Vivek Singh is a globally recognized executive coach and leadership advisor to CEOs, CXOs, and high-impact leaders, honored as Best Leadership Coach (2021) by the Entrepreneurs Forum of India. He is the author of the national bestseller By the Flowing River (Pan Macmillan), has contributed to high-stakes public communication through his work with the Prime Minister's Office (PMO), India, and has coached leaders from Fortune 500 companies to high-growth ventures. GQ distils two decades of observing what actually makes leaders followed — into an instrument any organisation can use.
Next Step
See What Your Leadership Data Has Been Missing
Book a demo and we'll walk you through a live sample report, the organisational dashboard, and a pilot structure sized for your team.
Book a Corporate Demo connect@gravitasquotient.comGravitas Quotient — measuring the presence behind performance.
Questions
Frequently Asked
How long does the assessment take?
About 10 minutes — 48 statements on a five-point scale, completed online on any device.
Can we brand or license GQ internally?
Yes. Corporate licensing and facilitator certification are available for organisations that want to run GQ as an internal capability. Write to connect@gravitasquotient.com.
Is GQ a hiring test?
GQ is a development instrument first. In recruitment it serves as an additional lens on role fit alongside your existing process — it is not designed to be a standalone selection filter.
How is our data handled?
Each participant receives their own confidential report. Organisational views are aggregate-level. Data is stored securely and never shared outside your engagement.
What does re-assessment show?
Because GQ measures current patterns rather than fixed traits, scores move with deliberate work. Organisations typically re-assess at 90-day or 6-month intervals to track development ROI.