You stopped checking the answer because it arrived already written.
Offloaded judgment is the thinking a person or an organization has stopped doing because a tool will do it. Some of it should be offloaded. The question is what got handed over without anyone deciding to hand it over, and whether anything still checks the result.
Twenty-four questions about what you do in a normal week. There are no right answers and nothing here is scored as correct or incorrect.
What it measures, and what it does not
This is a record of habits, not a test of ability. It asks how often you do certain things. It does not measure how well you think, it cannot, and a tool that claimed to would be worth ignoring.
It returns four readings: how much you have handed over, how much still gets checked, whether the people coming up behind you are building the judgment you are relying on, and how hard adoption is being pushed from above. The last one is the only reading that is a decision rather than a condition.
Where you sit
The vertical axis is how much of your own thinking now starts with a tool. The horizontal axis is how much of that output still gets interrogated before you act on it. Neither is good or bad on its own — the position is the finding.
What to change
Run it again in 90 days
The number that matters is the movement, not the baseline. Write today's three figures down, change one thing, and run this again.
If you would rather not do it alone
The third reading is the one that does not fix itself. Measuring it across a leadership team, changing the practices behind it, and re-measuring at ninety days is a quarter of work. That is the engagement I run.
The 90-day re-check
Leave your email and I will send the questions worth asking your team in the meantime, plus a single reminder in 90 days to run this again. No sequence, no drip.
How to use this. This is a self-reflection instrument for your own use. It is not a cognitive, ability, aptitude, or psychological assessment, it is not validated as one, and it produces no measure of anyone's capability. It is not designed for use in hiring, promotion, succession, discipline, compensation, or termination decisions and must not be used that way. Do not administer it to another person or ask anyone to share their result with you.
Your answers. Everything runs in your browser. Nothing is transmitted, stored, or seen by anyone but you. Close the tab and it is gone.