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The system 1 of 7

Pick up where you left off?

The Stall Score · a five-minute self-assessment

Five minutes to find the one thing your strategy is stuck behind

Strategy moves at the speed of the people running it. Yours is approved. It still isn’t landing. This assessment shows you why, by scoring seven friction points.

  • Four make up the system: priorities, ownership, rhythm and visibility. They give the work structure, and they’re quicker to fix. But structure doesn’t move on its own.
  • Three are about your people: head, heart and hands. People need to be capable, committed and enabled to act, with the authority, tools, processes and information to deliver.

The system sets the ceiling. Your people decide how close you get to it. Find out which friction point is holding everything back, and which one to fix first.

Your answers stay in your browser while you work through it. Nothing is sent to TriSynch unless you ask for your results by email at the end.

How it works

  1. 1

    Rate your team

    Be honest, not generous. The useful answer is the uncomfortable one.

  2. 2

    Find your constraint

    One of the seven is setting the ceiling. The other six cannot lift it.

  3. 3

    Take your first move

    What to do in the next thirty days, and what to watch at ninety.

7 questions · about 5 minutes
Before you start

Set up your check

Is this team critical to delivering the strategy?
Every team plays a part. Answer yes if this team’s day-to-day choices decide whether the strategy succeeds, for example what gets specified, bought, designed, priced, scheduled or sold. Those teams need a higher level of people readiness, so we score them against a higher bar.

Your results

Here's what's stopping it

The system
Your people

The dashboard doesn’t show an average score because a system with one broken friction point and six strong ones performs like the broken one. A combined number would hide precisely what you came here to find. Read the seven separately. First check which row sits lower, the system or your people. Then look at the individual scores.

What a self-score cannot see

You have one half of the diagnosis. Send this to three people who have to deliver the strategy — one manager, one specialist, one supervisor — and ask them to score it without seeing your answers.

The gap between your answers is more diagnostic than any of the answers. In my experience, leaders score a level or two above their teams on the same element, and that delta is where execution quietly stalls. It is also the part nobody can do alone, because people rarely score their own leadership honestly to that leadership's face.

What it looks like when both layers work

Nobody is chasing updates. The review is where decisions get made rather than where progress gets reported. And when conditions change, the plan changes within a fortnight, because the people who saw it first had the authority to move.

What did last year's stalled initiatives cost you?

In delays, in rework, in benefits that were signed off and never landed. Most leaders have never put a number on it, and the number is usually uncomfortable. Which means you are not paying for a fix so much as recovering what you have already lost.

Strategy moves at the speed of the people running it.

Bring your seven scores.

Talk it through with me. Thirty minutes, and you'll know what your constraint is costing you and what it takes to clear it.

Start a conversation →