The alignment map
Where the team genuinely agrees on strategy and priorities, and where public consensus is hiding private disagreement. Dissent is preserved, never averaged away.
Executive alignment
An incoming leader’s honest first picture, from the team itself.
A neutral AI confidentially interviews your executive team about strategy, mandate, performance, and the issues nobody raises in the room. The incoming leader gets a segmented alignment map plus the decisions and relationships to prioritise first.
AThe first-90-days problem
The team tells a new leader what it thinks the leader wants to hear.
A new leader’s first read of the executive team comes from guarded 1:1s and the loudest voices. Where the team agrees, where it quietly doesn’t, and which issues everyone sees but nobody names all stay hidden, exactly when the leader most needs them.
- Early 1:1s are guarded. Nobody speaks freely to a leader still forming judgements.
- Loud voices set the tone, so quiet dissent and real misalignment go unheard.
- The issues the whole team can see but won’t name are the ones that derail the first year.
BWhat you get
The alignment map a new leader can’t get from 1:1s.
The mandate check
What the team believes the function is for, how it measures success, and where expectations of the incoming leader quietly conflict.
The first-90-days agenda
The issues, decisions, and relationships to prioritise, each framed neutrally with the evidence. That includes the conversation the team has been avoiding.
CWhat you’ll learn
The questions you can’t ask directly in week one.
- 01
Does my executive team actually agree on the strategy, or only in the room?
- 02
What does the team believe my function is for, and how will they judge success?
- 03
Where is performance genuinely strong, and where is it quietly a problem?
- 04
Which issue does everyone see but no one will name to me?
- 05
Which relationships and decisions should I prioritise in my first ninety days?
Anonymous, which is exactly why it’s honest.
Your executives answer anonymously, which is why they say what they won’t in a 1:1 with a new boss. Responses are aggregated into segments, and any group too small to protect a person is suppressed or merged before you see it. You get the patterns and the preserved dissent, never individuals.
Start the role knowing where your team actually stands.
Scope an executive-alignment diagnostic in minutes. It’s confidential, self-serve, and ready before your first offsite.