Over the course of history many leaders have made their mark on society. These leaders have led uprisings, movements, and organizations that have left legacy's in today's society. Leaders such as Martin Luther King, Adolph Hitler, and Jack Welch have displayed behaviors and leadership competencies which motivated their followers. These leaders demonstrated that leadership success can be achieved by enabling key leaders around them in an attributive environment. In today's business environment, executives are seeking ways to identify new leaders which are well rounded in terms of their motivations, attributes, skills, knowledge and abilities to manage people. Companies invest in skill development of existing managers and often in potential managers. The price tag for these efforts runs into the billions of dollars every year. Businesses often find that there is not a way to measure a potential leader's motivations, attributes, skills and knowledge which would assess prospective up and coming leaders. Businesses are looking for solutions that will help them baseline, assess, measure and track leadership behaviors. Each leader's behaviors and competencies can be captured using the Motivations, Attributes, Skills, and Knowledge (MASK) model developed by Stevens (2003). The MASK model establishes the framework for baselining leadership behaviors and competencies for assessment and measurement through a Leadership Assessment Balanced Scorecard (LABSC). The behaviors could then be used to quantify and qualify as predictors of present and future leadership performance. This type of assessment standard would provide business leaders with a significant tool to improve business performance. The purpose of this empirical study is to introduce a new assessment model adapted from the two existing models of the MASK and Kaplan and Norton's (1992), Balanced Scorecard (BSC). The design of each of these models is complimentary and assist in forming a blueprint to provide businesses an assessment tool to project current and future leadership performance. When designed correctly, organizations could theoretically use the assessment to develop leaders in their organizations. Additionally, organizations can enhance existing leaders and produce stronger results in their business. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]