Find out why execution keeps stalling before you choose the next fix
The Organizational Readiness Diagnostic is a focused organizational assessment that identifies what is slowing decisions, where coordination is breaking down, and what leadership needs to address next.
Engagement Length
1 to 2 weeks, from intake through executive debrief
Live Session Format
Virtual, 2 hours
Group Size
Ideally 6 to 12 participants, with groups up to 16 depending on scope
Investment
Starting at €3,500
For leadership teams where the strategy makes sense and the people are capable, but execution keeps getting harder than it should be.
Is this the right starting point?
Something is slowing the team down, but the visible problem may not explain why. Meetings multiply. Decisions stretch across several conversations. People start working around the formal process. Issues that seemed resolved come back again.
The Diagnostic looks at how the leadership team actually makes decisions, handles ownership, shares information, and coordinates work. The aim is to identify the few issues creating the most drag before you invest time and money in another intervention.
It is especially useful before a major change, such as AI adoption, restructuring, rapid growth, or leadership transition. It can also help when the change is already underway and existing ways of working are starting to interfere with execution.
AI implementation is a particularly useful moment to assess readiness. New tools change workflows, decision rights, responsibilities, and expectations quickly. Problems that were manageable before can become much harder to work around once AI is introduced. This Diagnostic looks at whether the leadership and organizational conditions are in place to absorb that change, not whether your technology stack is ready.
This is a good starting point if:
What happens in the Diagnostic
The Organizational Readiness Diagnostic is a structured assessment process that includes intake, live observation, synthesis, and an executive debrief.
The two-hour session is only one part of the engagement. It gives me the opportunity to observe how the team works through real questions and decisions together. The assessment continues through the synthesis of those observations and the discussion of what leadership should do next.
Phase 1: Intake & Context Gathering
Before the live session, I gather context through a leadership intake questionnaire and a strategic conversation with the sponsoring leader.
We look at current pressures, major initiatives, known problems, and what is at stake.
Goal: Understand the situation well enough to know what to watch for during the session.
Phase 2: Live Diagnostic Session
During the two-hour session, the team works through real questions and decisions rather than following a scripted workshop.
I observe how decisions move, where responsibility starts to blur, what happens when people disagree, and where the team begins relying on workarounds. I also pay attention to what gets discussed directly and what stays outside the room.
Goal: See how the team actually operates when the work becomes complicated.
Phase 3: Synthesis & Findings
Within five working days, I translate what emerged from the session into a written organizational assessment.
The synthesis identifies the two or three issues creating the most drag, where those patterns are showing up, and what may become more consequential as pressure increases.
Goal: Identify what leadership needs to address first.
Phase 4: Executive Debrief
In a 60 to 90 minute debrief, we review the findings and talk through what they mean for the organization.
We look at what needs attention now, what can wait, and whether a larger intervention is warranted.
Goal: Decide what should happen next based on what the assessment revealed.
What You Walk Away With
A focused organizational assessment
A written picture of the two or three issues creating the most drag, supported by examples of how those patterns appeared during the session.
Prioritized recommendations
A clear sense of what leadership should address first, what can wait, and what may require deeper work.
A map of how work actually moves
Documentation of how decisions, information, and ownership move through the team, including places where formal processes and actual practice differ.
A practical next step
An assessment of the conditions most likely to create problems during growth, transformation, AI adoption, or another period of increased pressure.
Readiness gaps and risks
An assessment of the conditions most likely to create problems during growth, transformation, AI adoption, or another period of increased pressure.
The purpose is not to sell you a larger engagement. Sometimes the Diagnostic is enough. The point is to understand what the organization actually needs before deciding where to invest next.
Not sure whether you need a Diagnostic?
Start with the Organizational Readiness Audit, a 10-point self-check based on common signs that decision-making and coordination are beginning to slow execution.
It looks at everyday patterns such as decisions that keep getting revisited, informal approval processes, permission-seeking, cross-functional handoff problems, and conversations that have moved outside the room.
If several of the statements feel familiar, the Diagnostic can help you understand what is producing those patterns and what leadership should address first.
What People are Saying
Here is what happens when leadership teams stop performing and start doing the honest work of rebuilding their foundation.