Measure, de-risk, then keep measuring
No discovery phase, no diagnostic workshop billed as a deliverable. The measurement is free and takes five minutes, and everything after it is decided by what the measurement says.
- Free
- Ten questions, about five minutes
- No email required
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Take the diagnostic
Ten questions, about five minutes, scored against the four most common scaling bottlenecks out of 100. No email: your executive summary — primary bottleneck, root cause and what it is costing you — is on the next screen.
Start the diagnostic → -
Free strategy session
We go through your result, confirm which bottleneck is really first on the program you are worried about, and scope a two-week sprint against it. This stands on its own — if there is no case for a sprint, you will be told so.
Schedule a session → -
The two-week sprint
Days 1–3 find the root cause, days 4–10 build the fix, days 11–14 deploy it inside your team’s workflow. One bottleneck per sprint, and you keep what it builds.
How the sprint works → -
Re-measure
The same instrument, re-administered a few months in. Because every submission stores your raw answers rather than just a score, the comparison is exact rather than impressionistic — you can see which dimension moved, which did not, and argue with the result if it looks wrong.
No black box
You are being asked to trust a number, so here is exactly where it comes from. Nothing about the instrument is proprietary; what takes work is acting on the result.
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01
Nine scored questions and a gut check
Three on executive sign-off, two on each of the other 3 bottlenecks, each scored 0 to 3 on how the organization actually behaves. The tenth asks how you feel about your role; it is not scored, it is checked against your answers.
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02
25 points per bottleneck, 100 overall
Each bottleneck is its points as a share of its maximum, scaled to 25, so the one with three questions carries no more weight than the others. The overall score is the sum of the 4.
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03
80 is the working threshold
The level an organization needs in order to absorb a major new program rather than restructure around it. It is published so you can see the gap yourself instead of being told there is one.
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04
Scored on the server, and kept
Point values never reach your browser, so the result is not something the page computed to flatter you. Your raw answers are stored, which is what lets you re-take it in six months and compare like with like.
The diagnostic asks how your organization behaves, not what it is building. Nothing in it requires you to disclose program specifics, customer names or anything export-controlled.
Frequently asked
Is the diagnostic really free?
Yes, and it does not ask for an email address. When you finish, the next screen is your full executive summary: your score, your primary bottleneck, its root cause, and what it is costing the program you are running. Booking a free strategy session afterwards is optional.
How is this different from a management consultant?
A consultant typically arrives with a team, interviews your people and produces a findings report. This is one person working directly with you, starting from a measurement you took yourself in five minutes. Nobody interviews your engineers and there is no report to receive; the output is a decision sequence you can act on.
Do you need access to our program data?
No. The diagnostic asks how your organization behaves, not what it is building. Nothing in it requires you to disclose program specifics, customer names or anything export-controlled.
We are in defense. Is anything here a problem for us?
The diagnostic collects your role, organization size and sector, and nothing that identifies you. It does not ask about programs, contracts, customers or technical content, and you should not volunteer any. Strategy sessions and sprints can be run at whatever level of specificity your situation allows, because the bottlenecks are structural and can be discussed without naming the program.
What if my score is high?
Then you will be told that, and the summary will name the bottleneck you are closest to slipping on rather than manufacturing a problem. Executive sign-off overload and hero culture are the first things to creep back as headcount grows, and they do it quietly, so a high score is worth re-measuring in six months more than it is worth acting on today.
Can my leadership team take it too?
Yes, and it is more useful when they do. The most informative result is usually the spread: when a VP of Engineering scores sign-off overload at 21 and two directors score it at 8, the disagreement itself is the finding.
How long does the diagnostic take, honestly?
Ten questions plus four quick dropdowns about your organization. Most people finish in four to six minutes. It is deliberately ten questions rather than twenty, because a longer instrument would be more precise and far fewer people would finish it.
Still deciding whether this applies to you?
Take the diagnostic