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Hi Preview,
Here are your Manager Reality Index results.
Your score
20 / 100
Runs on Luck
You're not failing. The system is.
Whether a manager turns out well is mostly chance. Nothing in the system is deciding it.
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 you can make this week.
1. Find your 5 most at-risk new managers. Put weekly coaching on their calendar with their boss.
Not a training. A coaching loop. Most managers never get this. It's the single highest-leverage thing you can do this week, and it costs you nothing but a recurring invite.
2. Write down the 6 skills you most wish your managers had.
That's your curriculum draft. Don't perfect it. Just get it on paper. You'll edit it three times before it matters. Start the clock now.
3. Audit your last 5 manager promotions. What would you do differently knowing what you know now?
Patterns will jump out. That list is your readiness criteria. Save it. Use it on the next promotion.
It works. It's also slow on its own. If you want the whole system built and run for you in 90 days instead of 18 months, that's where we come in.
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
We stabilize your new manager pipeline immediately — the 6 essential skills every manager needs — and then layer in the ongoing engine: custom plan, quarterly check-ins, 50+ leadership topics. We build it. We run it. You get the results.
Let's talk about your first 90 days with us. Book a call with our team. We'll walk through your score, talk about your business, and tell you exactly what we'd do if we were you. No pitch. |