Data & Diagnostics
Soft dimensions. Hard evidence.
Culture, leadership, trust, behaviours — the dimensions that decide whether a transformation holds are often treated as matters of opinion. We treat them as matters of evidence. Not because everything human can be measured, but because much more can be measured than most organisations believe — and because a leadership team steers better on data than on impressions.
What the evidence says.
Collective power is not a matter of taste. Large-scale research links it directly to performance:
3x
Healthy organisations deliver three times the total shareholder returns of unhealthy ones.
(McKinsey, Organizational Health Index, 2024)
+18% EBITDA
Companies that improved their organisational health increased their EBITDA by 18% after one year.
(McKinsey, 2024)
+23% profitability
Business units in the top quartile of employee engagement outperform those in the bottom quartile by 23% in profitability.
(Gallup, Q12 meta-analysis, 2024 — 183,806 business units)
+50% productivity
People working in high-trust organisations report 50% higher productivity and 76% more engagement.
(P. Zak, Harvard Business Review, 2017)
Soft dimensions produce hard results. That is why we measure them.
Our principle: fit for purpose.
We measure on the scope that matters, at the depth that’s relevant — never heavier than the question requires. Quantitative where numbers add rigour, qualitative where conversations add depth. The result is always the same trio: a clear baseline, real priorities, informed intuition.
What we measure — at five levels
The organisation — how futureproof is your system?
The Futureproof Organisation Diagnostic, built on our ODG research (6 traits, 21 characteristics, distilled from 50+ interviews with European business leaders). Employees across all levels rate both the current state and the priority to improve — in about 20 minutes. The gap between the two is the map of where transformation energy sits. Enriched with interviews and focus groups; results in 4–6 weeks, discussed with the leadership team.
The culture — what is actually valued here?
Culture assessments with the Barrett Values Centre: current culture, desired culture, and personal values — three perspectives that reveal both the energy available and the friction in the system. Quantifying what is usually called intangible, as a basis for a culture strategy that isn’t guesswork.
The leaders — how do they land on others?
360° leadership feedback with the Kets de Vries Institute — going beyond competencies to the deeper, often unconscious drivers of energy and motivation behind a leader’s behaviour.
The person and the team — what makes each one tick, and how do they work together?
Through our certified Companions and partners, we work with the established personality and team instruments: Insights Discovery, MBTI, Enneagram, emotional intelligence assessments, and team alignment diagnostics. Familiar tools, used with craft — to build self-awareness, mutual understanding and team cohesion. Always in service of development, never as labels.
The daily behaviours — is change happening in the flow of work?
With our technology partner Yomento, the Effective Leadership Habits Journey generates live evidence of behavioural change: habit consistency and trust metrics, measured in the flow of daily work through an AI-driven habit assistant. Aggregated and anonymised into a dashboard, it shows whether the leadership behaviours the transformation depends on are actually being practised — and where support is needed.
What data can and cannot tell you.
Data shows patterns: where trust is low, which values are missing, which habits aren’t sticking, where the organisation wants to improve. What it cannot do is tell you why — or what to do. That takes interpretation: conversations around the results, the experience of having seen many human systems, and yes, informed intuition.
So we promise evidence, not oracles. The data narrows the search; the understanding comes from working it through together. In our experience, that combination — honest numbers, honestly interpreted — is what turns a diagnostic from a report into a decision.
Your transformation deserves more than a plan.
Let’s talk about what’s really moving in your organisation — and what isn’t.