Goals
We define the impact your organization wants, translate it into observable leadership behaviors, and set indicators to track before and after.
- Goals document
- Behavior map
- Measurement indicators
The Impact Engineering Method
A method which treats leadership development as a system with goals, readiness and measurement
I studied electrical and electronics engineering and learned one rule: every working system starts with clear specifications and ends with a test proving it works. Since 2012 I have applied this mindset to leaders and teams across more than 100 programs.
The method
The Impact Engineering Method
A method which treats leadership development as a system with goals, readiness and measurement
Trust and readiness
We measure the starting point of each leader and team with certified tools such as LPI 360, Everything DiSC and CliftonStrengths, and build the trust change requires. The intervention is then designed on the real gap.
- Diagnostic reports
- Program design
- Individual development plans
Tracking and measurement
We deliver the program, follow application at work, measure again, compare results with the step one indicators, and adjust the path when needed.
- Periodic follow-up reports
- Post-program measurement
- Impact report for decision makers
Why this method
- Every activity in the program links to a goal and an indicator.
- You know the starting point before you invest in the intervention.
- You receive a report in numbers to present to your board or funder.
Measurement tools I use
LPI 360
Assesses the five leadership practices from the leader, manager, peers and direct reports.
Everything DiSC
Clarifies behavior and communication styles across the team.
CliftonStrengths
Reveals each person’s strengths and puts them to work.
Start step one in a discovery call
A short call to define the challenge and the right service for it.