Assessment, profile, rehearsal — read against one framework.
The point of the method is consistency. Whether a person is reading their own profile, or a firm is reading a candidate's, the framework underneath is the same.
Assessment
An initial 10–12 minute structured assessment. It captures the individual's own vocabulary in their own words, then reads it against the framework's vocabulary. The output is a written profile — strengths, recurring patterns, and how communication behaves when stakes or pace increase.
Profile
The profile is written to be read closely. It uses the framework's vocabulary, so the same observations can be discussed by a candidate, a hiring panel, a manager or a coach without arguing about terms.
Rehearsal
Where useful, specific conversations can be looked at in more detail through scenarios drawn from senior professional settings — board updates, investor questions, regulator interviews, difficult conversations. The same methodology is used to read each one.
Reassessment
Profiles can be revisited at sensible intervals. The same methodology is used each time, so changes can be observed rather than asserted.
Boundaries of the method.
Not a personality test
It assesses observable communication behaviour. It does not attempt to describe who a person is.
Not a prediction of job performance
It supports decisions about communication. It does not predict whether someone will succeed in a role.
Not a replacement for interviews or references
It sits alongside the methods already in use and is intended to make them more consistent.
Not a guided programme
It produces a profile and a vocabulary. Facilitated practice and training are separate work.