Section 1 · Strategy
Are we focused on the right things?
Vision. Priorities. Cross-functional clarity. Decision velocity.
1. Our 12–18 month vision is specific enough that any leader can self-correct without me in the room.
__SCALE__
2. We have 5 or fewer organizational priorities — and we know exactly what we are de-prioritizing.
__SCALE__
3. Each function knows what it must deliver to peers, and what it must receive from peers, to win.
__SCALE__
4. Any senior leader can articulate our strategy in under 60 seconds.
__SCALE__
5. We make most strategic decisions in days or weeks — not months.
__SCALE__
Section 2 · Leadership
Are leaders leading — or just managing?
Altitude. Decision-making. Hard conversations. Succession.
1. Our C-suite team operates at the altitude their roles require — they're deciding, not doing.
__SCALE__
2. Senior leaders consistently make decisions in their own lane, without escalating up or down.
__SCALE__
3. Leaders deliver direct, honest feedback — to each other, and to their teams.
__SCALE__
4. We have a real, named succession plan for every key role — not just a name we'd panic-throw out.
__SCALE__
5. Our leadership team can have hard conversations and stay in the room.
__SCALE__
Section 3 · Performance
Are we delivering on what we committed to?
Outcomes. Top performers. Handoffs. Measurement.
1. We consistently meet or exceed the outcomes we commit to.
__SCALE__
2. Our top performers are growing — not flight risks.
__SCALE__
3. We can name our 3 biggest performance gaps and who owns fixing each one.
__SCALE__
4. Cross-functional handoffs happen on time, with clarity, without rework.
__SCALE__
5. We measure what matters — and act on what we measure.
__SCALE__
Section 4 · Organizational Health
Are talent, culture, and systems setting us up to win?
Culture. Talent. Systems. Identity.
1. Our culture is what we SAY it is — and we have specific evidence (not slogans).
__SCALE__
2. The right talent is in the right seats. We've made the moves we needed to make.
__SCALE__
3. Our systems and processes enable service delivery — they don't bottleneck it.
__SCALE__
4. People at every level can describe what our company stands for — in one sentence.
__SCALE__
5. We're attracting and retaining the people we want to attract and retain.
__SCALE__
Section 5 · What is this costing us?
The hidden cost of the gaps.
Rate the value lost in the past 12 months. Higher numbers = more damage.
1. Talent we've lost or failed to attract.
__DSCALE__
2. Strategic initiatives that have stalled or quietly died.
__DSCALE__
3. Decisions sitting unmade right now (or made too late).
__DSCALE__
4. Client/customer relationships at risk because of internal issues.
__DSCALE__
5. Cultural drift — what we tolerate has gotten worse.
__DSCALE__