i.
Pre-board planning
CEO and executive team aligning before a strategic decision — capital allocation, operating model shift, or major initiative — when silent disagreement is most expensive.
- Surfaces perception gaps before the board deck is finalized
- Quantifies confidence deltas (today vs. 12–15 months) by strategic domain
- Produces discussion prompts tied to the biggest alignment gaps
- Gives the CEO a defensible read on where the team actually stands
- Reduces rework on strategy sessions that start from assumed consensus
Outcome: Designed to reduce decision cycles when misalignment is caught before the board meeting.
ii.
PE diligence
Operating Partner evaluating portco leadership readiness — whether the team can execute the thesis, absorb integration, or deliver the value-creation plan.
- Fast, structured read on leadership alignment under time pressure
- Anonymous input reduces politics in sensitive diligence windows
- Benchmarks confidence and capability signals across the C-suite
- Identifies binding constraints before capital is fully committed
- Executive-ready output suitable for IC and partner review
Outcome: Designed to add a defensible leadership signal to diligence without a months-long culture study.
iii.
Post-leadership change
New CHRO or CEO building a baseline after a transition — when the team needs a shared picture of reality before resetting priorities, talent, or operating rhythm.
- Establishes an objective baseline without lengthy interviews
- Highlights where the new leader’s assumptions differ from the team
- Supports targeted leadership conversations in the first 90 days
- Enables re-measurement to track progress after interventions
- Low-friction for busy executives (~7 minutes each)
Outcome: Designed to accelerate the first productive alignment conversation in a new leadership era.
See what your team would learn
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