The Behavioral Narrative Assessment | Executive Coaching
Executive Assessment

Identify the Invisible Narrative Blocking Your Next Breakthrough

High-performers don't fail because of strategy. They fail because of unconscious decision patterns. In the next 4 minutes, you'll navigate three real-world scenarios that reveal the specific mental script running your leadership—and exactly how it's costing you momentum.

Used by executives at Fortune 500 companies and founders scaling to $10M+

Step 1 of 5

First, your context

This helps us calibrate your results against similar leaders.

Scenario 1 of 3

The Critical Hire

Context: You're 6 weeks from a major launch
Your key lieutenant just resigned unexpectedly. They'll be gone in two weeks. You have 48 hours to decide the path forward.
  • The role is specialized; external hiring will take 8-12 weeks
  • You have two junior team members who could step up
  • Delaying the launch costs approximately $200K in lost momentum
  • Your board is watching this closely
Promote from within immediately Give the junior team member a shot with intensive support. Better to maintain momentum.
Delay the launch to hire properly The cost of a mis-hire is higher than the delay. Find someone exceptional.
Absorb the role yourself temporarily Step in directly to ensure quality. You'll work 80-hour weeks, but standards will be met.
Restructure the initiative entirely Use this as an opportunity to redesign. Maybe there's a leaner way.
Scenario 2 of 3

The Strategic Opportunity

Context: A surprise option emerges
You've been executing a 12-month strategy. Suddenly, a competitor approaches about an acquisition that would accelerate your timeline by 3 years.
  • Your team is fully committed to the current strategy; morale is high
  • The acquisition offer is 40% below your projected 3-year valuation
  • You've spent 6 months on the current path; sunk cost is significant
  • Your gut says the long-term play is worth more
Decline and double down on current path We committed to this vision for a reason. Changing course undermines conviction.
Negotiate while continuing execution Explore without commitment. Keep current strategy moving while validating.
Pivot to the acquisition path Three years of progress in one move. Don't let pride block pragmatism.
Pause everything for deep analysis Build detailed models and make the objectively correct decision.
Scenario 3 of 3

The Feedback Conversation

Context: High-performer, toxic behavior
Your top revenue generator is brilliant but toxic. They've just publicly undermined a junior team member. This is the third incident in two months.
  • This person generates 25% of your revenue
  • Other team members are starting to disengage
  • They've been defensive in past feedback conversations
  • You have a 1:1 scheduled in one hour
Direct consequences conversation Clear boundaries: This stops now or we part ways, regardless of revenue.
Coaching and support approach Assume positive intent. Ask what's happening and build an improvement plan.
Compensate with process changes Restructure so they have less team interaction. Keep revenue, minimize damage.
Wait for a clearer pattern Three incidents might be anomalous. Monitor closely but don't overreact.
Analysis Complete

Your Behavioral Pattern is Ready

Based on your three decisions, we've identified your dominant narrative archetype. Enter your details to receive your full profile.

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Analyzing your decision patterns...

Weighting responses, applying contextual modifiers, calculating archetype alignment