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Hi Preview,
Here are your Manager Reality Index results.
Your score
71 / 100
Runs on Events
You've built the foundation. Now build the engine.
Real structure exists. It starts and stops instead of running.
Your greatest growth opportunity right now is The Development Engine. Focusing there first tends to create the most momentum across the rest of your leadership.
Your four pillars
| The Promotion Reality |
15 / 25 |
| The First 90 |
18 / 25 |
| The Development Engine |
8 / 25 |
| The Capacity Gap |
11 / 25 |
What we noticed
What you're calling a system is a schedule
You described development as a program people go through once, but nothing reinforces it afterward.
Three moves to break the plateau.
1. Audit your internal owner's calendar. Honest count.
What percent is execution (scheduling cohorts, chasing facilitators, updating decks) vs. strategy (succession, business integration, measurement)? If execution is more than 30%, that's your bottleneck. Not your owner.
2. Pick your lowest pillar score and run at it for two quarters.
Don't try to improve all four at once. Concentrate force on one. That's how Building companies break out, and how the rest slide back when they try to do everything.
3. Map your senior leadership development honestly. Find the gap.
Most Building companies have new manager prep nailed and almost nothing for the VP+ layer. Find the gap. That's your next investment, whether it's us or somebody else.
The move from Building to Top 10% is usually about leverage rather than more effort. Worth a 30-min conversation.
The number to take upstairs
Here's the logic — every step is yours to check. This isn't a quote and it isn't a scare number.
| People reporting to a manager | 180 |
| …who leave voluntarily each year (at 15%) | 27 |
| …that Gallup says were preventable (52%) | 14 |
| Replacement cost each, at Gallup's floor | $40,000 |
$62,400 a year
That's the conservative end — Gallup's floor of half a year's salary per departure. At the top of their published range (2× salary) it's $249,600 a year.
Argue with this number — that's what it's for. Every input is on the table, and your real turnover and salary are the biggest levers. We used the floor on purpose: a figure your CFO can't wave off is worth more than a big one.
Unleashing Leadership.
Unleashing Leadership
You need an ongoing engine, customized to your business, that runs without adding to your team's plate. Quarterly intake, 50+ topics, expert-facilitated, online cohorts.
Let's design what your engine could look like. Book a call with our team. We'll design what an ongoing leadership engine would look like for your business specifically. |