Here we explain how the assessment works and answer frequently asked questions.

Click on any of the following to expand the answer:

What does it ANALYZE?
  • 200+ performance related variables (incl. performance losses & gains)
  • Areas addressed: performance & potential, leadership, culture, vision, mind-set, alignment, strategy & execution.
  • Variables selected based on global best practice and cross industry bench-marking.
What does it REVEAL?
  • Hidden potential including gaps in strategy, execution, ambition and teamwork.
  • Key performance gains and losses
  • Alignment issues – conflicting priorities & divergent views.
  • Blind spots, limiting beliefs and false assumptions on the part of managers.
  • Unspoken issues of risk, politics, or performance.
  • The ‘soft stuff’ including: Organizational Leadership, Culture, Vision, Mindset and Empowerment
  • The ‘hard stuff’ including  accountability, reporting, controls, planning and implementation.
How does it BENCHMARK?
  • Benchmarking against internal and external best practice
  • Industry-wide benchmarking across 47 international markets
  • External reference point prevents a ‘blinkered view’
  • Compares results across business units, departments & managers over time
What does it MEASURE?
  • Performance to date
  • Future potential
  • At the level of the organization, as well as for different business units, projects & teams
  • From multiple perspectives within the organization/unit
  • External comparison / industry bench-marking
What is the SCIENCE?
  • Built on bench-marking data over 47 markets, 6 books published and 2.2 million pages of best practice research.
  • Uses a sophisticated / scientific assessment that delivers the highest level of accuracy & reliability.
  • Compensates for bias, as well as blind spots on the part of managers.
  • Measures the science as well as the psychology of growth
  • Leverages complex algorithms and predictive analytics.
How does it VALIDATE?
  • Challenges the way people see things:
    • Tackling blind spots, false assumptions, etc.
    • Reconcile external and internal realities.
    • Objectively determined – free or personalities and politics
  • Compares and contrasts results across business units, departments and managers
  • Compensates for bias, as well as blind spots on the part of managers.
  • Checks for internal consistency – e.g. reveals hidden attitudes and beliefs that could limit growth.
  • Benchmarking against external best practice to avoid a blinkered view of reality