THE APPROACH
Every score connects to a specific path forward.
Most assessments stop at awareness. The DDI is designed to move through two phases: a precise diagnostic of where organizational performance is breaking down, then a targeted activation layer that tells you where to intervene, at what level, and with whom.
Step 01
Diagnose
The DDI survey measures organizational effectiveness across three pillars and nine practices. Each practice score reveals a specific dimension of how work is coordinated and where gaps are costing the organization.
Step 02
Activate
Every finding maps to an influence vector: the organizational level where intervention is most effective. Network analysis then identifies where to act and with whom. The output is a prioritized set of recommendations tied to specific behaviors, roles, and structures.
166
research-backed
interventions
Every recommendation we make is drawn from a curated library of peer-reviewed, ungated studies across sectors. Mapped by pillar, practice, and influence vector: the right lever, at the right altitude, for your specific gaps.
interventions
Across the research, interventions in these domains have shown:
Up to 18% higher productivity
Through goal alignment, autonomy, and focused work practices
23% faster decision-making
When decision rights are clarified and escalation paths are tightened
22% revenue lift
In organizations that implement structured goal alignment and cascade practices
THE THREE PILLARS
Direct. Drive. Inspire.
Nine practices organized into three pillars. Each targets a distinct dimension of organizational effectiveness. Select a pillar to see the practices and the research behind them.
THE INTERVENTION LAYER
Every finding has an altitude.
Each survey item maps to an influence vector: the level at which intervention is most effective. This prevents recommending org-wide solutions to problems that are actually located at the team or leader level.ORG
Organization sets the playing field.
These items reflect structural conditions only leadership can change: how priorities are set, how information is distributed, how processes are designed. Interventions here require executive sponsorship and affect everyone.LEADER
Leader makes the game plan clear.
These items reflect behaviors within a leader's direct sphere of influence. Interventions are targeted at specific managers or leadership cohorts and can be implemented without org-wide change.TEAM
Team keeps the ball moving.
These items reflect dynamics within a team: how decisions are made locally, how information is shared, how trust is built day to day. Interventions at this level are often the fastest to implement and the most immediately felt.
WHAT TO EXPECT
From first conversation to clear path forward.
A typical engagement runs four to six weeks. Here's how it works.
Step 01
Discovery call
We start by understanding your situation: what's driving the question, what you've already tried, and whether a diagnostic is the right fit. If it isn't, we'll tell you.
Step 02
Survey deployment
We configure and deploy the DDI survey to your team. Responses are anonymous and collected on a 7-point scale. Most participants complete it in under 15 minutes.
Step 03
Analysis and interpretation
We score results across all three pillars and nine practices, map them to your network data, and identify where friction lives and what's driving it. Findings are contextualized to your specific situation.
Step 04
Readout and recommendations
We deliver a prioritized set of findings and specific, actionable recommendations: what to address, at what level, and with whom. No thick decks, no vague next steps.