The arc of every engagement
The upper line never moves. It is always intention.
The lower line is impact, how others experience the leader. Every engagement follows the same arc, from at rest to closed. Select a stage.
Intention
Impact
Stage {{tlSel.n}} of 5 · {{tlSel.top}}
{{tlSel.bot}}
{{tlSel.d}}
The Paulson Measurement Model™
Leadership performance, measured through stakeholder experience.
Three measurements, each aligned with one of the drivers. Same questions, same people, a year apart.
01
Month 0
Baseline
360° feedback interviews
Reveal the Leadership Performance Gap.
Leadership behaviors
Leadership blind spots
Stakeholder experience
Intention versus impact
02
Every month
Progress
Monthly stakeholder check-ins
Reinforce leadership behavior change.
Leadership behavior adoption
Behavior consistency
Feedback integration
Leadership behavior adjustment
03
Month 12
Outcome
Stakeholder survey
Measure leadership performance improvement.
Leadership behavior improvement
Trust improvement
Communication alignment
Overall leadership performance
The measurement
Same questions. Same people. A year apart.
Case studies
Two leaders, twelve months each.
In the words of the CEOs and HR leaders who sponsored them, and the stakeholders who rated the change.
Engineering and construction · CFO · 12 months
Earning the seat: a CFO's leadership transformation
A newly appointed CFO with the capability to succeed, and a style creating friction across the organization. Twelve months later, Finance and Accounting had become the firm-wide benchmark for collaboration.
Read the case studyEngineering and construction · Regional leader · 12 months
From external star to internal leader
He built a regional office from zero to thirty people and was one of the firm's strongest business developers. Inside, he talked over peers and defaulted to “I”. One behavior, the pause, changed how he was heard.
Read the case study
The transformation
From intention to impact. From potential to performance.
Mixed messages, reactive behaviors and uneven follow-through create confusion and slow progress.
Clear communication, aligned actions and disciplined follow-through build credibility and influence.
Silos, miscommunication and misalignment reduce collaboration.
Stronger relationships and open communication drive collaboration and momentum.
Priorities shift, accountability is unclear and execution is inconsistent.
Priorities are clear, accountability is consistent, and results are delivered.
Blind spots and unexamined patterns lead to repeated mistakes.
Leaders understand their impact, adjust behaviors and make better decisions, faster.
Teams and peers become frustrated, disengaged and less willing to invest.
Teams and stakeholders feel heard, valued and confident in the leader's direction.
Leadership potential isn't fully realized, and results remain below what's possible.
Leadership potential drives performance, growth and long-term impact.
Measurable impact you can expect
Stronger leadership performance
Stronger influence and decision-making.
Higher employee engagement
More motivated teams and greater retention.
Accountability and execution
Clear priorities and consistent follow-through.
Stakeholder confidence
Better relationships and increased trust.
Organizational performance
Performance, growth and long-term value.
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