The Organizational Core Diagnostic
A 4-to-6 week assessment that maps exactly where your middle-management layer is weak, how deep the gaps go, and what they cost. No guesswork. No generic recommendations.
You already know something is off. Decisions take too long. Priorities collide. Good people underperform. Your engagement survey says things are fine. Your calendar says they are not.
But you do not know exactly where the breakdown is. You cannot see whether it is a clarity problem, an alignment problem, a trust problem, or all three at once. And without that specificity, every intervention is a guess.
The Organizational Core Diagnostic replaces guessing with a precise map of your middle-management layer. You will know which of the Six Gaps are active, where they cluster, and what they cost. Not in theory. In your organization. With your people. Named and measured.
What the diagnostic includes
The Six Gaps Assessment
Deployed to 15–25 middle managers. A structured digital instrument covering all six organizational gaps. Each participant completes a 20–30 minute assessment. You get the full picture, not a sample.
Executive Interviews
4–6 one-on-one conversations with you and your key leaders. 45–60 minutes each. These surface the gaps that do not show up in assessments: political dynamics, historical context, unspoken frustrations, and the stories leaders tell themselves about why the middle is not performing.
Individual Communication Profiles
Each participant receives a DISC-based Maxwell Communication Assessment. This creates a behavioral and communication profile that enriches the gap analysis and gives every participant immediate personal value.
The Organizational Core Report
A comprehensive diagnostic report delivered in person to your executive team. It maps which gaps are most acute, where they cluster across teams and functions, the estimated organizational cost, and specific recommendations for intervention.
Executive Debrief Session
A 90-minute session where I walk your leadership team through the findings, answer questions, and facilitate a conversation about priorities. This is not a slide presentation. It is a working session.
Post-Session Summary
A written document capturing the key themes, decisions, and next steps from the debrief. This becomes the reference point for whatever comes next, whether that is the Organizational Core Program or your own internal initiative.
The process
We talk
A 25-minute conversation to understand your situation. I will ask questions. You will describe what you are seeing. By the end, we will both know whether the diagnostic is the right next step.
We diagnose
Over 4–6 weeks, I deploy the assessment, conduct the interviews, and build the report. You continue running your organization. I do the diagnostic work.
You decide
I deliver the findings in person. You see exactly where the gaps are. Then you decide what to do about them. No obligation. No pressure. The report is yours regardless.
This is for you if
Your strategy is clear but execution keeps stalling and nobody can explain why.
You have promoted strong technical people into management and they are struggling in ways that training has not fixed.
You spend your own time solving problems your team leads should handle.
Your engagement survey says things are fine but your gut says they are not.
You are about to invest in a leadership development program and want to know exactly where to aim it.
You have 70 to 500 employees and the middle layer cannot keep up with the pace of growth.
Request a diagnostic
Tell me about your organization. I will review your submission personally and respond within 48 hours.
Not sure if the diagnostic is the right starting point? A conversation costs nothing. I will tell you what I see and recommend the right next step.