We measure whether your leaders actually change.
Each leader is assessed four times over six months, by themselves and by two colleagues who work with them. You see whether the change shows up at work and whether it lasts. Individual results stay private. Your organization sees results for the whole cohort.
Four measurement points across six months.
The Flourishing Quarter
The Flourishing Quarter
Baseline
Where leaders are starting
Week 7
What is beginning to shift
Integration
Integration
Week 13
What changed during the Flourishing Quarter
Month 6
What held after three months of Integration
Week 13 shows what changed during training.
Month 6 shows what lasted.
Two colleagues rate each leader, so change has to show up at work.
The leader’s view
Leaders assess their own emotional maturity across nine capacities at all four points, building a picture of how they see themselves changing over time.
The colleague view
Two colleagues provide an outside perspective on how each leader is showing up at work. Their input helps reveal whether change is visible to the people working alongside them.
Real-world practice
Brief weekly pulses track leaders as they practice what they’re learning, noticing reactive patterns in real time, and returning to a more grounded response faster.
Together, these views separate what leaders understand from what they actually do differently.
We track nine capacities that shape how leaders respond.
Foundation
Relational Courage
Ownership
Contribution
The same nine capacities set the order of the training. Leaders see where they are strong, pick the areas to work on and watch them change over time.
Leaders receive a private nine-capacity profile. No one is ranked, labeled, or scored against a norm.
Scores sometimes dip before they rise.
That’s often a good sign.
As leaders grow more self-aware, they spot patterns they missed at baseline and rate themselves more honestly. That’s one reason SHiFT measures four times and includes colleague ratings.
Awareness helps leaders see the pattern.
Behavioral change shows them choosing differently.
Your organization sees results for the whole cohort.
You never see an individual profile or an individual colleague’s ratings. You see combined results for the group.
That data shows which capacities are moving, where growth edges remain and whether change continues through Integration.
Results are never used to evaluate individual employees. You get a completion report after Week 13 and a results review at Month 6.
Individual profiles and colleague responses
PrivateAggregate data
What your organization sees
We start with leaders because they set what’s normal.
A charter can state the mission. Whether it holds depends on the culture people build every day.
Leaders shape that culture most. When a leader stays curious under challenge and takes responsibility for a mistake, the team learns that it’s safe to do the same.
In difficult and sensitive moments
- Get defensiveStay curious
- AvoidEngage
- BlameTake responsibility
Change in culture starts with change in leaders. That’s what we measure.
Ask how we would measure your leadership team.
We'll walk you through the assessments and exactly what your organization receives.
A free 30-min consultation with Isabell
Tell us a little about your team and we'll reach out to set a time.
On the call you'll
- Talk through where your leaders get reactive under pressure.
- See how the Flourishing Quarter runs, from the first session to the six-month results review.
- Learn when the next cohort starts and how much time it asks of your leaders.
- Get an honest answer on whether SHiFT is a fit for your team right now.