I conduct rigorous, anonymized qualitative audits to uncover how leadership systems actually function, not how they are intended to function. Using interviews, surveys, and focus groups, I provide organizations with a clear, defensible view of their true leadership capacity and risk, allowing them to make decisions that ensure the sum of the whole is greater than the sum of the parts.
Request an Audit Scoping ConversationThis engagement is a formal qualitative study of your organization's leadership system, organizational culture, and operating conditions.
It examines how leadership expectations, decision-making, accountability, and relationships operate in practice, not in theory or perception. The goal is not to evaluate individual leaders, but to surface patterns, constraints, and conditions that shape leadership behavior across the organization.
Think of it as a financial audit for leadership: objective, structured, and designed to reveal risks before they become failures. A leadership audit gives you more data to make better decisions for your organization and employees.
Clear visibility into leadership strengths and systemic gaps
Evidence-based findings grounded in real employee experience
Reduced blind spots caused by hierarchy, politics, or proximity
A written report and executive-level briefing focused on delivering key insights
This audit is designed and led by a doctorate-trained qualitative researcher with both academic and real-world organizational experience.
The study uses multiple data sources, including confidential interviews, anonymized surveys, and facilitated focus groups to identify recurring patterns across roles, levels, and functions. Findings are not based on isolated opinions, anecdotes, or single data points, but on themes that consistently emerge across the organization.
This approach ensures the results are credible, balanced, and defensible.
Multiple data sources to reduce bias
System-level analysis rather than personality-driven conclusions
Structured synthesis of findings into clear, actionable insights
Emphasis on leadership conditions, not individual blame
For a leadership audit to be effective, participants must feel safe to speak honestly. All data collected during the audit is anonymized and reported in aggregate. No individual responses are attributed, identifiable, or traceable. Leaders do not receive raw interview transcripts or individual-level data. The audit focuses on systems, expectations, and organizational conditions, not on evaluating or ranking individual leaders. This approach protects participants, improves data quality, and ensures findings cannot be weaponized internally.
Psychological safety is a core design principle of the audit. Building trust starts with listening to what your employees have to say.
How is this different from an engagement or culture survey?
Engagement surveys capture sentiment at a moment in time. This audit examines why those sentiments exist and how leadership systems contribute to them. It combines multiple qualitative data sources to surface patterns, root causes, and structural constraints.
Is this an evaluation of individual leaders?
No. The audit evaluates leadership systems, expectations, and conditions. Individual behaviors are only discussed in aggregate and in context. The goal is understanding how the system shapes leadership behavior, not assigning blame.
How are interviews, surveys, and focus groups used together?
Interveiws are the primary data collection method. Surveys, focus groups, and organizational data (engagement surveys, metrics, performance reveiws, etc.) are used to help synthesize and understand the findings from multiple data sources.
How do you protect anonymity and confidentiality?
All data is anonymized and reported in aggregate. No names, titles, or identifiable details are included in findings. Leaders do not receive raw data or transcripts. This ensures honest participation and protects employees from unintended consequences.
Who typically participates in the audit?
Participation is determined during the scoping phase and usually includes a cross-section of leaders and employees across levels, functions, and tenure. Participation is voluntary and access to participants is coordinated with the organization to avoid disruption. In-person interviews are ideal, but virtual interviews can be done with similar effectiveness.
How disruptive is this to day-to-day work?
The audit is designed to minimize disruption. Data collection is scheduled thoughtfully and requires limited time from participants. Most organizations complete the process within 8–12 weeks without operational impact.
What does the final deliverable include?
You receive a detailed written report outlining key findings, themes, and risks, along with an in-person executive presentation focused on interpretation, implications, and decision-making. The report will also include recommended action items to help align the leadership capabilities toward acheiving the organizational goals.
What happens after the audit is complete?
The audit provides clarity and direction. Most organizations use the insights to help them make better decisions and align their team behind future strategic objectives. There is no obligation to continue our partnership. If you want additional support, have options for organizations looking for more guidance as they use the findings to drive action.
What does an audit like this cost?
A comprehensive leadership audit starts at $35,000 with final pricing dictated by company size, complexity, and geography. All audits are price to include all travel and expenses needed for the data collection process.