Promotable & Fireproof

Promotable and Fireproof Self Assessment

Find out where you stand across the relationships, reputation, results, and AI habits that shape long-term career success.

Takes about 8–10 minutes. Your answers are used to calculate your private results.

What this assessment measures

Three core areas, plus your AI readiness score

Relationships

Trust, communication, empathy, and how you collaborate with the people around you.

Reputation

Integrity, professionalism, and the credibility and track record you are known for.

Results

Initiative, quality, and the measurable impact you consistently deliver.

AI Readiness

How you use AI tools to work smarter, faster, and stay future-ready.

Your personal report

You’ll receive five scores

When you finish, you will see exactly where you stand — and where to focus next.

Overall Score

Your combined Promotable & Fireproof score across the full assessment, out of 132.

Relationships

How you build trust, communicate, and collaborate, scored out of 44.

Reputation

The credibility and track record you are known for, scored out of 44.

Results

The outcomes and impact you consistently deliver, scored out of 44.

AI Assessment

How effectively you use AI across your work, scored out of 12.

Take the Assessment

🔒Your answers are used to calculate your personal results. Individual answers are not shown in the results URL.

A note from Steve

Ready to dive in?

Get the most out of your assessment by answering honestly… not with what you think you should say. The more real you are, the more personal and useful your results will be. Enjoy!

Welcome

This assessment measures the four areas that shape long-term career success: your relationships, your reputation, the results you deliver, and how you use AI. It takes about 5 minutes. Be honest — your answers are private.

First Name

Last Name

Relationships

How you build trust, communicate, and collaborate with the people around you.

How would you describe your relationships with co-workers generally?

I like working with others and succeeding as a team. If they scratch my back, I'll scratch theirs. I keep to myself, and actively avoid interaction with co-workers. I see others as a threat. This is a race I intend to win.

How do you demonstrate your level of commitment to your organization?

I sought out this job, feel aligned with it, and I am energized to be here. It wasn't my first choice, but I am good for now. I am just doing this because but I need the paycheck. I can't stand it here. I am actively looking for another job or doing as little as I can.

How do you respond to co-workers who need help?

If I see someone struggling, I check in with them to see if I can help. If someone asks me for help, I will do what I can. I keep my head down and do my job. Another's struggle is my opportunity. I'm not going to help someone else get ahead.

How do you approach collaboration?

I find collaboration energizing and a chance to learn with others. I am willing contribute to a team, but I prefer to work alone. I actively avoid collaboration and teams but I will do what I need to do to keep my job. I have actively sabotaged a team because I didn't get my way.

To what extent do you participate in office cliques or play favorites?

I view my work relationships objectively. I refrain from becoming overly attached to any one person or group. Sometimes, I go out of my way to work with my friends and favorites. It may look like I play favorites, but the people I choose to work with really are the best. If you're not in my inner circle and we have to work together, it's going to be awkward at best.

How do you handle in-house saboteurs and cut-throat competitors?

I transcend the emotion of feeling threatened, and I remain focused on results, as I look for any kernels of truth in criticism directed my way. I expect I'll need allies, so I increase my lateral communications. I maintain professionalism as long as I can, but I have limits, and sometimes my performance suffers. I avoid the situation and shut down. I go to war. I'm determined to win, regardless of what it takes.

To what extent have you cultivated mentors and/or sponsors?

I have identified and created a variety of mentors and/or sponsors within my organization. I have only one mentor or sponsor. I don't have a mentor or sponsor and am not actively looking, but I am open to it. I am not looking for a mentor, and I don't intend to.

How do you handle giving/receiving feedback?

I seek constructive feedback as a matter of habit, and proactively give feedback the same way. I do not seek feedback, but I welcome it at the usual times, like performance reviews and end of projects. I provide it when its necessary. I feel defensive when I get feedback and tend to take it personally, and when I give feedback, I dread the process, which can involve conflict. I don't trust the perception of others and am very defensive. I often wait until the last possible minute to give feedback, which causes conflict and sometimes hurt feelings.

How do you relate to higher-ups?

If I happen to encounter a high-level executive, I am friendly and open to engage to the extent that they are willing. I am polite and make an attempt to be positive when asked to interact. I avoid it because I fear I might make a mistake and get into trouble. I find higher ups intimidating and actively avoid contact with higher-ups other than my immediate supervisor.

How do you contribute to the company culture?

I take ownership of culture, create it for my team with their involvement. I am not a trailblazer here, but I respect the organization's culture and promote it. I think culture is overblown and I rarely participate in organized events. I view culture as management propaganda; I have no role in it.

How have you incorporated AI Tools into your approach to relationship building and networking?

I am using AI tools to store introductions I have provided and received, issue nudges and reminders based on calendar invites and emails scanned and special occasions such as birthdays and anniversaries. AI is a normal part of my approach on relationships. I do use AI to look up facts about people I would like to meet, and I am active on Linkedin. I am slowly using some of the easy AI tools like the follow up reminders embedded in Email software, but admittedly I have not done enough. I am reactive in my networking and relationship building. If someone gels with me I like forming a relationship with them, but I do not go out of my way. I don't see work colleagues as people I am interested in having any sort of authentic relationship with.

Reputation

The track record, integrity, and credibility you are known for.

What steps do you take to influence the way people at work perceive you?

I show up with a positive, receptive attitude and ready to work. I look my best and keep my wardrobe current. I try to put my best face forward, but if I'm having a bad day, everybody knows it. How I show up is unpredictable and depends on my mood. I show up disorganized and disgruntled, and usually leave that way too.

How do you monitor co-workers, colleagues, and clients' perceptions of you?

I routinely ask those around me what they think of my work and my work style. I use the tools our company makes available in this regard. If someone tells me there's an issue with my reputation, I deal with it, but I'm not proactive about checking in. I don't ask people what they think of me. I'm afraid I won't like their answer. I don't care what anyone here thinks of me.

How do you manage others' perceptions of you and your work?

I seek feedback and insight on how others perceive me and how I could improve my performance, and I take action! I do my best to keep a professional demeanor at work and draw lines between how I act with my work colleagues and friends outside of work. I am generally professional, but I won't let that get in the way of sharing some good gossip or an inappropriate joke. I'm kind of known for some of my less-than-professional behaviors, but I like being one of the 'fun people.'

What do you do to monitor your organization's reputation?

I use online tools such as Google Alerts to monitor what is being said about my organization every day. If I see something of potential concern for my organization, I bring it to the appropriate person. If I know we've got something big going on, I'll check out various sources to see what's being said about it. I only pay attention to our reputation when something really bad happens. I focus only on my job and let the PR people worry about our reputation.

How do I show up for and participate in company initiatives and culture?

I post and share about positive initiatives and participate in external company events that interact with the community. I tell others what I love about my job and workplace. I don't do anything that could help or hurt my organization's reputation. I just do my job. I engage in trash talk about my employer and co-workers away from work with my friends and family. I engage in trash talk about my employer and co-workers while I'm at work and/or on social media.

How well do you keep confidences?

Everyone knows they can count on me for absolute discretion. I am a human vault. I am tight-lipped at work, but if the story is entertaining enough, I might tell friends and family outside of work. I am generally reliable, but occasionally lapse and participate in office gossip. I can't be counted on to keep a secret. It's too tempting to share.

My behavior on social media is...:

I am careful when I use social media and ensure things that should be private, remain private. I monitor social media for potential negative posts about me and I never post negative comments about others. I sometimes overshare on social media. I often overshare on social media and have been warned at least once to stop. I frequently make inappropriate posts on social, and I continue to do so, despite repeated warnings.

To improve my personal style and charisma...

I identify leaders I admire and do my best to emulate them. I don't do anything to improve, but people like me. A number of people find me difficult to work with, but I don't do anything to improve. I go out of my way to be provocative and rude to people I don't like.

What is your approach to networking?

I make the effort to integrate networking into my everyday approach to work. If I meet someone new who is interesting in any way, I try to connect with them. Sometimes I do networking when it's obviously appropriate, like at an industry conference, but otherwise it's not a priority. If I think someone can help me, I will network with them, but otherwise, not so much. I avoid all networking.

To what extent do you demonstrate that you have a mindset of kindness toward others?

My goal is to build small kindnesses and consideration toward others into my work day. As a leader my goal is to choose the often inconvenient kindness (honest feedback) instead of the easy 'pass'. I am a good person. I am generally as kind to others at work as they are to me. I can be moody or wear my heart on my sleeve and on those days it can get in the way of being kind to others. I don't actively cultivate kindness or avoid it. It may or may not happen on a given day.

How are you using AI in the management of your own reputation?

I have deployed a range of tools to make sure I am aware of what is being said about me online, and am controlling what is out there about me on the web and on different web sites and applications. I am positive in what I post and what I say about others. I do some minimal monitoring of my reputation online and I post on sites like linkedin. Mostly I am reactive to what may be out there and will deal with a problem when it arises. I am a good person and I will let that speak for itself. I think people know that. I don't think we can control our reputation so I just don't spend much time on it.

Results

The outcomes and impact you consistently deliver.

The approach I take to the core functions of my job is....

I have studied and understand the tasks that make up my job, how they fit into the larger picture, and I am always looking for ways to improve how I do them. I am doing the job as I was instructed, and if I see an obvious way to improve, I will do it. I do the core work and avoid anything extra. If the boss wants more, they will tell me. I do the minimum to get by, and sometimes let others pick up the slack.

To what extent do you seek to improve results and outcomes?

I consistently work to improve my performance; I look for the ways my job affects the broader organization and how it might be done better. I deliver B+ work most of the time and am happiest to pursue improvements that make the job easier. I do the job as I was instructed and wait for the boss to decide if it should have been done better or could be done more efficiently. I do enough good work to stay out of trouble; I slack off when I can get away with it.

To what extent do you actively work to improve your capabilities skillsets?

I eagerly seek new ways to add to my capabilities be it with company training or obtaining outside certifications. I take the training the company offers, especially if it involves fun business travel. I don't make time for more training unless I have to. When I have to go to a training, I use the time to play on my phone or doodle.

How do you identify and handle your own mistakes or shortcomings?

Even if no one notices, I am aware of them and always ask myself how I could have done better. I frequently seek feedback and advice from others I respect, not just the boss. I hope no one notices, but if I make any mistakes, I wait for the boss to tell me what I did wrong. I rarely ask others for advice unless it's a big screw up. I let small errors go and hope no one will notice. I avoid any sort of conversation where I might get negative or corrective feedback. If someone tries to blame me for something, I counter-attack or blame someone else.

How do you adjust and adapt to challenging situations?

I always strive to find the best, most efficient ways to get things done. I question inefficient processes and meetings. I approach complex tasks with curiosity and the involvement of others. I use established procedures and only change my methods if the company directs me to do so. I dive in, work hard, and hope for the best outcome. I intentionally pump the brakes to slow down the process, especially if I think it's a stupid task.

To what extent are your decision-making and actions geared towards the greater good of your organization as a whole?

I proactively make sure I'm aware of the big picture, and I make choices based on what's best for the company as a whole, and not just what is best for me or my department. If I happen to stumble upon an opportunity to take an action that would improve the business overall, then I'll do it, but I don't see it as a priority. I do my job well, and I am aware of how my work affects my immediate department, but I don't look at the broader business or how I fit into it unless a supervisor brings it to my attention. I am all about making me and my department look good, even if it's at the expense of others.

How do you ensure your work is having the maximum impact and delivering outcomes to the organization that are tangible?

I see my job description as a base guideline, and consistently look for the ways I can impact the whole organization outside my area. I do what is in my job description to the best of my ability. If the company wants me to change how I do something I will. I do my job as its defined at the baseline level required to keep it. It's not my job to re-engineer the work. I do the least amount of work possible without getting fired.

How do you approach working with outsiders like consultants, contractors, and temps?

When working with or managing external consultants/contractors I give them appropriate tasks for their experience and the objectives of the project. I avoid mission creep and extending contracts beyond the budgeted time. When my company brings in outsiders, if I see that a their expertise might enable me to handoff some of my duties, I might delegate some extra tasks their way. I actively look for opportunities to dump as many of my least desirable tasks onto the outside help as I can. But I understand I am still accountable for their results. I'll dump anything I can on consultants or temps, and I blame them if anything goes wrong.

What are your typical behaviors around meetings?

I do my best to keep tight to the agenda, I share all vital information I have, and keep my contributions as short and clear as possible. I make sure to listen when others speak. I make sure I've prepared whatever I've been asked to, but otherwise I have little to contribute. I approach meetings with minimal interest and generally use the time to catch up on emails, social media, and text messages. I blow off most meetings, and disrupt the ones I go to with sarcastic humor.

When I become aware of a serious people performance issue

I am willing to confront poor performance and behavior as a leader; for those having struggles of any kind at my level I offer to help them or encourage them to seek help. Regardless of rank, I generally see this as a management problem, so I go to my immediate supervisor and make them aware of my concerns. I do my job, and I don't worry about what others are or are not doing. I see others' failures as my opportunity to exploit the situation for my benefit.

How are you leveraging AI to get better results?

I am now checking in with AI several times a day to help with prioritization, general knowledge or email clean up. I am evaluating agentic AI tools to use at a more advanced level. I use the basic tools that the company made me learn about and the obvious ones embedded into software like MS Office. I know I need to raise my game. I use AI apps for informational purposes only or for personal things like restaurant reservations and sport trivia. I am still pre-AI and haven't engaged much with any of that stuff.

You’re all set

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