The Alignment Process
One engagement. Twelve months.
A structured, stakeholder-centered method for sustainable leadership performance improvement. No packages, no tiers, no retainer. It carries one leader from a first honest baseline to change the people around them confirm, and then it ends.
Month 1
First measurement. Where the engagement begins.
3 phases
Awareness, action, accountability. Eight steps in order.
Monthly
Stakeholder check-ins while the change forms.
Month 12
Change seen by others. Where it ends.
The principle
Leader-centered. Stakeholder-measured.
A closed loop with a visible origin, and the origin is the leader. One line runs outward, carrying what the leader chose to work on. Lines run back, carrying what the people around them are witnessing. The leader owns the change. The people around them confirm it.
Three phases
Three questions, asked in order.
Answered by the people who work with the leader, not by a questionnaire or a coach’s impression.
Phase 01 · Discover the gap · Months 1 to 6
Awareness
“Where am I now?”
Two readings of the same leader: their own, and the one held by the people around them. The distance between the two is the Leadership Performance Gap, named in specific, observable behavior.
01.1
Reflect
The leader’s own account: intentions, values, and how they believe they land.
01.2
Ask
Structured 360° interviews with supervisor, peers and direct reports, held independently to protect candor.
01.3
Compare
Self against others. The baseline the whole year answers to.
Phase 02 · Make the change · Up to month 6
Action
“What will I do differently?”
Not a development plan with twelve fronts. The work narrows to the one or two behaviors stakeholders actually named, few enough to hold under pressure. Then the people who named them hear the goals first.
02.1
Plan
Behavioral goals from the baseline, a personal Leadership Compass™ and a concrete action plan.
02.2
Engage
The leader invites key stakeholders and shares the plan with each. Change announced is change observed.
02.3
Execute
The plan runs in real meetings and real decisions. One leader’s whole year turned on a three-second pause.
Phase 03 · Own the impact · Months 7 to 12
Accountability
“Am I improving?”
Practice in the open, checked every month against the people who set the baseline. Improvement is seen by others, not just felt by the leader.
03.1
Check in monthly
Short stakeholder check-ins and after-action reviews keep the change honest while it forms.
03.2
Measure at month 12
The same people rate the change on a scale from −3 to +3. What they report is the outcome.
Phase 02
The work narrows to one or two behaviors.
Twelve months
The gap closes gradually, and it is checked every month.
Select a step to see what happens in it.
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The engine
PD3™ Performance Drivers
Awareness, Action, Accountability. The phases share their names with the drivers because that is what each one trains. The tools may evolve. The framework remains constant.
Select a driver to isolate it.
The toolbox
What the work is done with.
Ten tools, each tied to the driver it trains. Simple on purpose, so they survive a busy week.
Phase 01 starts with one question
“Where are you now?”
A direct conversation about the leader, the situation, and whether a twelve-month engagement is the right fit. If it is not, you will hear that too.
Start the conversation
One conversation
What's your gp?
One conversation is enough to find out whether there is work worth doing. No deck, no diagnostic fee.
Start the conversation