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Executive Reality Map
A concise, evidence-based picture of how the organisation actually operates.
New leadership
You have taken over the organisation. See how it really works before you change it.
Give incoming CEOs and C-level leaders a rapid, evidence-based view of the company's real operating condition.
Executive Diagnostic
Recognition
This may sound familiar.
“Everyone is telling me a slightly different story.”
“The org chart and the way work actually flows do not match.”
“I need to act in the first 100 days, but I do not want to break what works.”
“Some teams seem to depend entirely on one or two people.”
“Decisions take longer than they should, and nobody can say why.”
“I want evidence before I set priorities.”
What we help you answer
The questions you need answered before you act.
- 01
Where is value being lost?
- 02
Where are decisions getting stuck?
- 03
Which processes work differently than leadership believes?
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Where do managers and employees disagree?
- 05
Which teams depend too heavily on individual people?
- 06
What should I change first, and what should I leave alone?
How the diagnostic works
Your team provides the evidence. We do the heavy lifting.
- 01
Scope
We define the decision you need to make and the teams, workflows or business areas that matter.
- 02
Gather evidence
Employees and managers provide structured input independently through secure online surveys and targeted evidence collection.
- 03
We analyse
GrundMind identifies gaps, contradictions, bottlenecks, readiness issues, perception differences and areas of value leakage.
- 04
You get decisions
Leadership receives a concise, prioritized diagnostic with clear actions and sequencing.
Minimal time from your team. Maximum insight for leadership.
Focused online input from the people involved. No calendar full of workshops.
What we examine
What we look at.
A focused set of dimensions, chosen for the decision in front of you. Not a methodology tour.
Workflow Reality
How work actually gets done, compared with how it is described.
Leadership Alignment
Whether the leadership team agrees on priorities, problems and direction.
Manager vs Employee Perceptions
Where the two groups see the same situation differently.
Decision Rights & Role Clarity
Who decides what, and whether people know.
Cognitive Fit
Whether the way people think and decide matches the way work is designed.
Organisational Friction
Where handoffs, approvals and dependencies slow things down.
Value Leakage
Where time, effort and quality are lost along the way.
What you receive
What leadership receives
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Value Leakage Map
Where value is being lost, by area and cause.
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Perception Gap Map
Where leadership, managers and employees disagree.
04
First-Priority Action Roadmap
What to change first, what to protect, and what to leave alone.
Business impact
Why this matters
- Shorten the time from arrival to confident decisions
- Reduce the risk of changing what already works
- Focus leadership attention on the few things that matter most
- Uncover hidden dependencies on individual people
- Set priorities with evidence rather than inherited narratives
Why GrundMind
A different kind of consulting
Research-based, not opinion-based
Our methodology is grounded in the research foundation of the Grund Institute and structured evidence, rather than generic consulting assumptions.
Small, dedicated senior team
A focused group of experienced people works directly on the engagement. No oversized project team and no unnecessary layers.
Minimal time from your team
We are designed to get the evidence we need without filling calendars with workshops.
We do the heavy lifting
We collect, structure, compare, analyse and synthesize the evidence. Your people provide focused input. We do the consulting work.
Multiple perspectives, not averages
We compare employee, manager and workflow perspectives to expose gaps that averages hide.
Decision-ready output
Leadership receives priorities, actions and evidence, not a long slide deck with vague observations.
Evidence before intervention.
Who this is for
Best suited for
- Incoming CEOs and C-level leaders
- New divisional or country heads
- Boards preparing a leadership transition
- Private equity owned companies
When to use this diagnostic
When companies typically use this
- During the first 100 days of new leadership
- Before setting a new strategy or operating plan
- When inherited reporting does not explain performance
- Before a major restructuring
The transformation journey
- UnderstandYou are hereExecutive Diagnostic
- PrepareTransformation Readiness
- ChangeOperating Model & Value Leakage
- MeasureComing soonTransformation Impact
Related
Related diagnostics
Next step
Not sure whether this is the right starting point?
Tell us what you are trying to decide or change. We will help you identify the right diagnostic.