You've just generated a leadership intelligence snapshot for your organization.
Leadership impact is not the product of individual effort — it is the byproduct of a measurable leadership system. The Model. Mentor. Multiply. Leadership℠ Organizational M-Scale quantifies where your leadership population is currently investing its energy and where the greatest opportunities for organizational leverage exist.
Of a possible 60 points (20 per section), your organization’s leadership system scored:
Use the profile descriptions below to interpret what these numbers reveal about your organization’s current leadership strengths, and where your highest-leverage opportunities lie.
And check your inbox for detailed assessment insights.
Scoring and Interpretation
Leadership is institutionalized; excellence is the default.
Your leadership tier is an asset that appreciates in impact. These leaders don’t just execute strategy; they protect the culture and build the future. Your primary risk is “culture drift” or stagnation.
Focus on high-level Succession Planning and Strategic Innovation. Ensure your “Multipliers” are incentivized to stay and continue evolving the systems.
High performance is present, but it is inconsistent.
You have pockets of excellence. Some departments thrive while others struggle with turnover or friction. Your results are often tied to specific “hero” leaders rather than a unified organizational standard.
Identify your lowest-scoring pillar (Model, Mentor, or Multiply) in the assessment and initiate Targeted Leadership Training to create a universal leadership language across all departments.
Impact is tied to individual effort and firefighting.
Your leadership culture is reactive. You are likely experiencing high turnover in talent and “leaks” in efficiency because the foundation, specifically professional composure and coaching proficiency, is not yet solidified.
Prioritize Executive Coaching for senior leaders and Leadership Coaching for mid-level managers to develop and model ideal leadership behaviors, including coaching and mentoring capabilities. Doing so will create an environment that supports employee engagement and helps stabilize turnover.