Members assessed
99
Across five departments
Demonstration only — fictional data All examples
Examples & Sample Outputs
Organisation Dashboard.
What an employer or sponsor sees — team communication profile, department comparison, skill distribution and aggregate development priorities.
Composite
75
Cohort average · +3 since baseline
Senior-ready
45%
Members at 75+ composite
Team communication profile (six dimensions)
Clarity
76
Credibility
78
Integrity
79
Composure
72
Influence
70
Adaptability
73
Department comparison
| Department | Members | Composite | Top dimension | Lowest dimension |
|---|---|---|---|---|
| Commercial | 24 | 78 | Credibility | Influence |
| Engineering | 38 | 71 | Integrity | Adaptability |
| Finance | 11 | 80 | Clarity | Influence |
| Operations | 17 | 73 | Composure | Adaptability |
| People | 9 | 82 | Adaptability | Composure |
Skill distribution
- 85+ (Distinguished)9%
- 75–84 (Senior-ready)36%
- 65–74 (Developing)41%
- Below 65 (Foundational)14%
Aggregate development priorities
- Influence is the lowest dimension across four of five departments — cohort-level priority.
- Engineering shows the widest spoken–written register gap — Corporate Vocabulary & Nuance recommended.
- Finance is the strongest cohort by composite; deploy as internal coaching anchors.
Organisational insights
Cohort-level pattern: high Integrity and Credibility, with Influence the structural ceiling on senior progression. Recommended programme structure: Persuasive Language & Influence as cohort module (all departments), followed by department-specific selections. Re-assess in 90 days; report movement at the dimension and competency level.