System Diagnosis
A structured diagnostic of how your leadership system performs under pressure — and where it will break.
Before you commission an intervention — a coach, a programme, a restructure — the diagnostic question comes first. Most organisations know something isn't working. Fewer can name it precisely. Leadership DNA Sequencing is the step that makes the next step the right one.
The instrument assesses the leadership system as a whole, not individual leader competence. It surfaces the shape of how your organisation senses, decides, and executes — and where that shape is under strain.
The quality of presence and the trust that makes honest conversation possible. Whether leaders behave consistently under pressure. Whether the organisation has a centre of gravity that holds when commercial pressure mounts.
The ability to read changing conditions and translate them into real choices. Whether the organisation is sensing the environment accurately. Whether that awareness converts into shared direction — or stays as awareness.
The systems and learning cycles that determine whether the organisation delivers and adapts. Whether decisions become action with clear ownership. Whether the organisation learns from what it does.
The instrument maps where the system is under strain, where it is strong, and where the two don't yet connect.
A private 45–60 minute session with the CEO. Scoping the context, what the organisation is navigating, what the diagnostic is and isn't. A diagnostic conversation in its own right.
Up to twelve members of the senior leadership team complete the instrument independently. Thirty questions, designed to surface real patterns rather than self-presentation. Fifteen to twenty minutes each.
Responses are analysed across the six capability dimensions of the Leadership DNA framework. Patterns, gaps, and system-level observations emerge. This is where the shape of the leadership system becomes visible.
A private report delivered to the CEO ahead of the debrief session. System map across six capabilities, dyadic analysis, named patterns, and suggested focus areas.
A 60–90 minute structured conversation around the profile. The debrief is not a delivery — it is the second diagnostic. How leadership engages with findings about itself is as informative as the findings themselves.
A system map across three domains. Six capability scores with dyadic analysis. Named patterns and observations. Suggested focus areas. A private CEO report. A debrief session with Derek.
A starting point, not a verdict.
CEOs facing something genuinely new — a scale inflection, a board transition, an AI-driven market shift — who need an accurate picture of the leadership system before deciding what to do next. CHROs who need evidence before commissioning. Scale-up founders whose original model is showing strain. Boards and investors who need an independent read on a leadership team.
Inaugural cohort · Spring–Summer 2026
Ten organisations. Introductory engagement at a founding cohort price. Direct access to Derek and the full diagnostic process.