01
Frame the question
Clarify the performance concern, population, context, and decisions the work needs to inform.
Performance Friction Diagnostic
Find what is making performance harder than it should be.
A rapid organizational performance diagnostic for leaders who can see the symptoms of friction but need a credible view of where to act.
Does this sound familiar?
The symptoms are visible. The real source of friction is not.
Priorities keep competing, even after leaders have communicated what matters.
Decisions escalate or stall because ownership is unclear.
Teams are working hard, yet handoffs and operating systems slow execution.
Different leaders describe different causes for the same performance problem.
You need a fact-based diagnosis before committing to a larger intervention.
A new leader needs credibility and a focused agenda quickly.
How it works
A bounded diagnostic, built for executive decisions
This bounded organizational effectiveness assessment uses only the level of analysis that the available participation and evidence can credibly support.
02
Collect focused evidence
Run a standardized employee pulse and 2–8 targeted leader interviews.
03
Find the strongest signals
Combine prevalence, performance leverage, breadth, corroboration, and actionability.
04
Set the next move
Translate the evidence into Act, Investigate, Monitor, and Protect priorities.
What you receive
An executive diagnosis that can stand on its own
The main report stays concise enough to use in a leadership meeting, with detailed analysis kept in a supporting appendix.
Signature view
Performance Friction Map
A single-page view of where friction is prevalent, consequential, broad, and ready for action.
Priority findings
3–5 evidence-backed conclusions
Each finding connects the evidence, business consequence, disposition, next move, and success signal.
Action agenda
Focused 90-day directions
A practical agenda that distinguishes what to act on from what needs further investigation.
Decision support
Executive readout
A 60–90 minute discussion designed to end with explicit leadership choices.
What makes the diagnosis credible
Evidence strength determines the claim
Larger, stable samples may support driver and scenario analysis. Smaller samples receive directional or qualitative interpretation. The method does not force sophistication the evidence cannot support.
Typical timing
About 3 weeks
Client effort
Low
Primary input
Pulse + leader interviews
Primary outcome
A focused 90-day direction
Related starting points
When another path fits better
Already have survey or workforce data? Explore Workforce Insights. If the question is specifically how the HR function performs, see the HR Effectiveness Assessment.
Check the fit
Is a Performance Friction Diagnostic right for this situation?
In 20 minutes, we can clarify what you are trying to understand, who should participate, and whether a rapid diagnostic is the right approach.
Schedule a 20-minute fit check