Diagnose a real challenge · grounds Performance
Bespoke Performance Diagnostics
When the problem is specific, the measure should be too.
When we are tackling a specific performance challenge, we design and build a bespoke instrument to diagnose the issue and measure the impact of the work together. No two are the same, because no two problems are. Examples include Decision Making Speed, Workload Balance, Confidence and Performance Conversation audits. It turns the problem from anecdote into evidence the C-suite can act on, and becomes the impact case at the end of the engagement.
This is the deep end
Not for skill, not for leadership style. For solving a real problem.
The Manager Strength Index measures what your managers can do. The Leadership Experience Diagnostic measures how they are experienced. A Performance Diagnostic is different again: it is what we build when you want your leaders around the table, working a real, named business problem, and you need to measure whether it actually moved.
Manager Strength Index
When you want to build skill and capability.
Leadership Experience Diagnostic
When you want to raise leadership effectiveness and how leaders are experienced.
Bespoke Performance Diagnostics
When you want your leaders around the table solving a real, named business problem.
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How it's enacted
Define the real problem
We work with sponsors to name the challenge precisely and agree what movement would look like.
Build the instrument
We design a bespoke audit, structured interview series or field observation, whatever surfaces the truth of this specific problem.
Establish the baseline
We run it to turn the problem from anecdote into evidence: a number the C-suite can act on.
Re-run as the impact case
At the close we run it again. The diagnostic becomes the proof the challenge moved.
What a Performance Diagnostic looks like
No two are the same, because no two problems are. A few representative examples of the challenges we have built one for, and what the work moved.
Decision-making speed
Decisions took too long and too many escalated to the top.
Median decision time fell from 11 days to 4, with a third fewer escalations.
Workload and capacity
Managers were overloaded and could not see where the time went.
Around a day a week per manager reclaimed by cutting low-value work.
Performance conversations
Underperformance was being avoided rather than addressed.
Performance conversations held rose from 40% to 95% in a quarter.
Cross-functional handoffs
Work stalled every time it crossed a team boundary.
Rework on cross-team projects halved once the broken handoffs were fixed.
Manager confidence and authority
Newly promoted managers hesitated to make the calls their role needed.
Confidence to decide rose sharply and upward escalations dropped.
Customer escalations
Complaints kept bouncing up to senior leaders to resolve.
A frontline-resolution measure cut senior escalations significantly.
Representative examples of the type of challenge and outcome. Every Performance Diagnostic is custom-built for the specific problem in front of you.
See our full range of discovery tools
We never solve a problem we have not surfaced. We deploy the diagnostic that fits the ground you want to work on.
Manager Strength Index
For when you have a group of managers and leaders you want to build skill and capability in.
View moreLeadership Experience Diagnostic
For managers and leaders you want to develop into better leaders for your organisation.
View moreBespoke Performance Diagnostics
For when you want your managers and leaders to solve specific performance and organisational challenges.
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For when diagnostics and quantifiable data are not enough, and you need the real, on-the-ground stories.
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