Capability Pyramid Level 1: Execution & Detail

Behavioral Execution

Questions 1–12 are designed to measure how reliably you execute clearly defined work in the real world. Rather than asking whether you think you are organized, detail-oriented, or dependable, these questions focus on observable behaviors: following instructions, catching errors, meeting deadlines, using established processes, recognizing exceptions, and producing consistent work. The goal is to determine whether your Level 1 capability is actually demonstrated through repeatable execution.

Score each question 1–5 based on the answer that best reflects reality.

When you are given a written process, how often can you complete it correctly without asking for clarification? 1 = Almost never · 5 = Almost always

In the last 30 days, how often has work been returned to you because you missed a required step or detail? 1 = Frequently 5 = Never

When performing the same task repeatedly, how consistent is the quality of your work? 1 = Highly inconsistent 5 = Highly consistent

If your manager gave you a checklist for a routine task, how closely would your actual work match the checklist? 1 = I frequently deviate 5 = I follow it closely

How often do you catch mistakes in your own work before someone else finds them? 1 = Rarely · 5 = Almost always

In the last 30 days, how often have you missed a clearly communicated deadline for routine work? 1 = Frequently 5 = Never

When you encounter something outside the normal process, how reliably do you recognize that it should be escalated instead of guessing? 1 = Rarely 5 = Almost always

If someone asked you to explain the standard process for your three most important recurring tasks, how accurately could you walk them through it? 1 = I could not 5 = Completely and accurately

How often do you rely on memory when a documented process or checklist is available? 1 = Almost always 5 = Almost never

When instructions contain several steps or requirements, how often do you verify that every requirement was completed before considering the task finished? 1 = Rarely 5 = Almost always

If another qualified employee reviewed a random sample of your routine work from the last month, how much correction would you expect? 1 = Significant correction 5 = Little or none

How often do you communicate early when you know you will not be able to complete an assigned task as expected? 1 = Rarely 5 = Almost always

Organizational Enablement

Questions 13–15 measure whether your organization has created the conditions necessary for strong Level 1 performance. Even a highly capable employee will struggle in an environment where expectations are unclear, processes are undocumented, or critical knowledge exists only in someone’s head. This section evaluates whether the organization has made routine work teachable, repeatable, and accessible through usable documentation and clearly defined processes.

For your most important recurring responsibilities, how much usable documentation currently exists? 1 = Almost none 5 = Nearly everything important is documented

If you forget how to perform a routine task, how easy is it to find the correct instructions without asking another person? 1 = Extremely difficult 5 = Very easy

If a capable replacement started tomorrow, how much of your routine work could they learn from the organization’s existing documentation rather than tribal knowledge? 1 = Almost none 5 = Nearly all of it

How Scoring Works

Each question is scored from 1 to 5, with higher scores indicating stronger and more reliable Level 1 performance. Questions 1–12 create your Behavioral Execution Score, measuring how consistently you follow processes, catch details, meet expectations, and complete routine work correctly.

Questions 13–15 create your Organizational Enablement Score, measuring whether your organization provides the documentation, clarity, and systems needed for you to succeed. Your results should be read together: a low execution score may point to an individual capability gap, while a low enablement score may indicate that the organization itself is making consistent execution harder than it should be.

Behavioral Execution: 12–60 points Organizational Enablement: 3–15 points Total Level 1 Score: 15–75 points

If you scored high, you may be ready to advance your career. That could mean finding a higher-paying Level 1 role that rewards the capabilities you already have, or using the Decision Filter to identify the next types of decisions you need to start making in your current organization. As your decision-making capability expands, so does your ability to move up the Capability Pyramid and scale alongside your company.