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
- See your score before giving an email
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Take the diagnostic
Ten questions, about five minutes, scored across five dimensions out of 100. You see your score without giving us anything, and the full per-dimension breakdown goes to your inbox so you can forward it to your leadership team.
Start the diagnostic → -
Program de-risking session
A working session on your two weakest dimensions, mapped against a program you are actually running. You leave with a written sequence for fixing them, in the order they have to be fixed. This stands on its own — if there is no case for ongoing work, you will be told so.
What happens in a session → -
The engagement
Ongoing one-to-one work, paced around your program rhythm rather than a fixed calendar, with asynchronous access between sessions. The agenda is whatever is actually in front of you that week.
About executive coaching → -
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
Two questions per dimension
Ten questions across 5 dimensions. Each question scores 0, 3, 7 or 10 on how the organization actually behaves — never on whether you are doing a good job.
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20 points per dimension, 100 overall
No weighting and no hidden multipliers. A dimension is the sum of its two questions, and the overall score is the sum of the 5.
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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 you see your score before giving us an email address. The email is what unlocks the per-dimension breakdown and the written narrative for each one. There is no card, no trial, and no call required to get the result.
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, sector and email. It does not ask about programs, contracts, customers or technical content, and you should not volunteer any. Sessions can be run at whatever level of specificity your situation allows, because the failure modes are structural and can be discussed without naming the program.
What if my score is high?
Then you will be told that, and the report will say where you are closest to slipping rather than manufacturing a problem. Decision rights and interface control are the first things to erode as headcount grows, and they erode 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 decision rights at 16 and two directors score the same dimension at 6, the disagreement itself is the finding.
How long does the diagnostic take, honestly?
Ten questions plus a few cohort fields. 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