Leadership Behaviour Diagnostic & Risk Map
Clarity before commitment. Evidence before investment.
Most leadership programmes fail for a simple reason:
organisations invest before they truly understand where leadership behaviour is breaking down.
The Leadership Behaviour Diagnostic & Risk Map gives Business Leaders a clear, defensible picture of what’s actually driving friction, disengagement, and stress across leadership. Before committing to large-scale intervention.
This is not a survey.
It’s not generic assessment.
It’s a behavioural risk lens applied to your leadership system.
Who this is for
This service is designed for Business Leaders who:
Are under pressure to demonstrate impact from leadership investment.
Suspect leadership behaviour is driving churn, stress, or performance drag.
Want evidence, not assumptions, before committing budget.
Need something they can confidently stand behind with Finance and the Board.
If you’re done guessing, this is where you start.
The problem it solves
Business leaders are often forced into reactive work because:
Leadership behaviour is inconsistent under pressure
Different leadership levels operate with different assumptions
Issues escalate that should have been resolved earlier
Previous programmes created insight, but not sustained change
The Diagnostic identifies where and why this is happening, and what it’s costing you.
What the diagnostic delivers
Over a 30–45 day period, we build a clear picture of leadership behaviour across the organisation, focusing on real-world impact, not theory.
You’ll receive:
A clear map of behavioural friction points across leadership levels
Identification of patterns that drive stress, disengagement, and escalation
Insight into how leaders are currently “showing up” under pressure
Priority risk areas where behaviour change will deliver the greatest return
A practical, evidence-based recommendation for next steps
All findings are presented in plain english, not consultant jargon.
How it works
The Diagnostic combines:
Targeted behavioural insight tools.
Cross-level leadership input.
Pattern analysis across teams and functions.
Practical interpretation focused on organisational risk and efficiency.
We use established frameworks where appropriate, but only as tools, never as the headline.
The focus is always on behavioural impact and organisational outcomes.
What you'll notices first:
Even at the diagnostic stage, HR teams report:
Clearer understanding of where leadership investment should focus.
Reduced uncertainty and internal debate.
Greater confidence in conversations with senior leaders.
A shared language to describe leadership behaviour without blame.
This alone often reduces reactive SLT interventions.
What this is (and isn’t)
This is:
A low-risk entry point.
A decision-enabler.
A foundation for sustainable behaviour change.
This is not:
A one-off workshop.
A generic leadership assessment.
A sales pitch for training.
You will receive value whether or not you proceed further.
Typical timeframe & investment
Duration: 30–45 days
Investment: Scoped based on organisation size and complexity
(Exact pricing is confirmed after an initial conversation.)
Start with clarity
If you’re considering leadership investment; or questioning the impact of what you’ve already tried. This is the most commercially sensible place to start.
Start with a conversation
No pitch.
No obligation.
Just clarity on what’s really going on, and what to do next.
What's next?
For organisations where leadership behaviour is clearly contributing to friction, stress, or performance drag, we typically design a tailored behaviour stabilisation programme aligned to the risks identified.
This is always bespoke, evidence-led, and scoped only after the Diagnostic is complete.
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