Engagements
Two ways in. Both end with evidence.
Everything here is bought by the leader, not by their company. You choose the timing, you own the data, and nothing produced in an engagement enters anyone's personnel file.
[PRICE — brief suggests $450–750]
The Private 360
- Duration
- About three weeks end to end
- Includes
- Rater protocol · administration · themed report · 45-minute readout
Almost every 360 you have ever been given was commissioned by your employer. They chose the instrument, the timing, and often the raters. The results went into a system you don't control, at a moment that suited someone else's calendar. There is no reason it has to work that way. A 360 is only a corporate instrument because companies were the ones with the budget. This one is yours. You commission it, you nominate the raters, you pick the moment. I administer it, aggregate the responses, and theme the comments. You never see raw responses and neither does anyone else — a four-rater minimum per group protects anonymity, and I tell your raters exactly that when I invite them.
- A structured behavioral instrument, not a personality test
- Four to six raters you nominate, across the groups you care about
- Themed verbatim comments — never quoted in a way that identifies a rater
- A 45-minute readout focused on what to do, not on what the numbers mean
- A file that exists in exactly one place: with you
Who it's for: Anyone who suspects the people around them are being kind rather than accurate. If you are hard to rattle and pleasant to work for, you are probably getting less honest feedback than you think.
Book a call →[PRICE — brief suggests $1,800–3,000]
Terrain & Route
- Duration
- Ninety days
- Includes
- Assessment battery · 90-minute debrief · written route · 90-day re-measure
The full arc, and the reason the practice exists. We start by mapping your terrain — the dispositions that make some leadership behaviors cheap for you and others permanently expensive. Then we find the two or three beliefs that fire when you are under load, because those are what actually drive your behavior on a bad Thursday, not your intentions on a good Monday. Then you get a route: two or three reps, each with a cue, a slot, and a script, designed around your terrain rather than in spite of it. Not more discipline. Better scaffolding. Ninety days later we measure. Not the personality — that hasn't moved and it isn't supposed to. The behavior, rated by the people who work for you, compared to where you started.
- A validated assessment battery, professionally interpreted (Certifications: [DAVID — list your certifications here])
- A 90-minute debrief that spends most of its time on what to do
- A written route: two or three prescribed reps, with cues and scripts
- A ninety-day behavioral re-measure, included — not sold separately
- A short written comparison of where you started and where you landed
Who it's for: Leaders who have done the assessment thing before, found it accurate, and watched it change nothing.
Book a call →What I won't do
Worth saying plainly, since a lot of this field doesn't.
- I won't sell you a type. You are not a color, a letter, or an animal. The assessment is a starting point for designing behavior, not an identity.
- I won't promise personality change. Dispositions are stable across adulthood. Anyone telling you otherwise is selling something. Behavior is trainable; that is what we work on.
- I won't provide therapy. This is behavioral coaching that borrows a cognitive framework. If something clinical surfaces I will say so and refer you on.
- I won't report on you to anyone. Not to your manager, not to your HR team, not in aggregate. If your employer is paying, we agree the boundary in writing first.
FAQ
How much of my time does this take?
The assessment is about an hour. The debrief is ninety minutes. After that the reps themselves are designed to cost under five minutes a week — if a rep needs a recurring block on your calendar, it has been designed wrong.
Does my employer find out?
Not from me. Everything is commissioned by you and delivered to you. If your company is paying, we agree in writing beforehand exactly what they receive — usually confirmation that the engagement happened, and nothing else.
What if the ninety-day measure shows nothing changed?
Then it shows nothing changed, and you find out from data instead of from a feeling. That is the point of including it. [DAVID — decide and state your policy here: a second cycle at reduced cost, a diagnostic session, or nothing. Pick one and commit.]
Which assessments do you use?
[DAVID — name your certifications here in plain terms. Do not reproduce publisher scale names or interpretive content; see docs/08-licensing-guardrails.md.]
Do you work with teams?
Occasionally, and it is a different engagement. Ask.