Demo review

Seven skills, one system.

The two-persona product demo for every skill. Presenter mode now runs on each skill's real workshop deck; Psychological Safety also carries its real course outline, the others use authored sample content. Everything is clickable.

Psychological Safety The 4 Stages of Psychological Safety™

Day 0 Take PSindex® — self and external raters. Truth first, not a hunch.

leaderfactor.app/demo Sample data

Everyone on my team is accepted for who they are — no one has to earn basic respect.

1 of 16 Sample items · you rate yourself; invited raters answer the external version about you

Emotional Intelligence The 6 Domains of Emotional Intelligence™

Day 0 Take EQindex® — self and external raters. Truth first, not a hunch.

leaderfactor.app/demo Sample data

I notice what I’m thinking and feeling in the moment — before it drives what I do.

1 of 30 Sample items · you rate yourself; invited raters answer the external version about you

AI Leadership Leading Through AI™

Day 0 Take AI Leadership Index — your self-assessment baseline. Truth first, not a hunch.

leaderfactor.app/demo Sample data

I can name which parts of my team’s work we should own, augment, and automate.

1 of 30 Sample items · a self-assessment — your baseline is yours

Add a workflow · step 1 of 5

Name This AI Workflow

Chosen responsibility

Quarterly planning across product, design, and engineering

Uinta suggests

AI prep brief for planning tradeoffsAI dependency triage across squadsAI decision packet for tradeoff reviews

Add a workflow · step 2 of 5

Own, augment, or automate?

AI prep brief for planning tradeoffs

AI predicts: Augment

Planning tradeoffs depend on human judgment and relationships — AI can prepare the ground, not make the call.

OwnAugmentAutomate

Pilot · step 1 of 3

Choose a Success Signal

Pick the signal that best describes what a successful pilot looks like at 60–90 days.

Planning-to-commit cycle visibly shorterFewer review loops on first draftsLeads co-own the tradeoff briefHuman sign-off stays explicit

Or write your own

Describe what success looks like for this pilot…

Pilot · step 2 of 3

Your Pilot Framework

Pilot objective

✎ Edit

Test whether an AI prep brief can turn planning notes into a clearer tradeoff conversation that reduces rework.

Baseline

✎ Edit

Today, leads spend 2–4 extra days reconciling dependencies before a draft is ready — and most drafts need another loop.

Success signals

✎ Edit

First drafts settle in one review instead of two or three, within the pilot window.

Pilot · step 3 of 3

Your Pilot Zone Canvas

Human does

Own the final planning call when scope or risk is ambiguous.

Review the AI draft with design and eng leads.

+ Add bullet

AI does

Turn planning notes and dependencies into a first-pass tradeoff brief.

Surface likely conflicts and risky orderings.

+ Add bullet

Guardrails

Human sign-off before the brief reaches planning.

Fall back to the manual review if confidence is low.

+ Add bullet

Success looks like

First drafts settle in one review instead of three.

Tradeoff discussion replaces basic clarification.

+ Add bullet

Saved to your possibility map — 15 future workflows and counting. Start the pilot when you’re ready.

Coaching & Accountability Coaching & Accountability Matrix™

Day 0 Take CAMindex™ — your self-assessment baseline. Truth first, not a hunch.

leaderfactor.app/demo Sample data

My people bring me problems early — they’re not afraid to show me unfinished thinking.

1 of 20 Sample items · a self-assessment — your baseline is yours

Overview

Direct reports

2

2 total

Matrix distribution

11

Tied: Box 3 & Box 9

Coachability distribution

2

Most: Progressing

Avg deflection

Highest: Excuse (4)

Priya Updated 2w ago

Box 9 · Outcome × AskAcceleratingD 1 · B 2 · E 2

Open a report to rate them and draft the plan.

About this person

Rowan Updated 6d ago

Use your ratings to craft a coaching plan that helps Rowan move further into the Coaching & Accountability Matrix.

A little about Rowan

Saves automatically

Their role, tenure, and the situation you’re coaching them through. The AI uses this context — alongside the ratings below — when it drafts a coaching plan.

Product engineer, about six months in. Wants to grow into a bigger contributor with a bigger role.

Matrix

What box is Rowan in today? Click any box to place them.

Transfer of critical thinking →

TellTell/AskAsk

Box 3 · Task × Ask

Coachability

Willingness × self-awareness — click any quadrant.

Willingness ↑ · Self-awareness →

Progressing — high willingness · low self-awareness

Deflection

Patterns of Deflection

How often does Rowan use denial, blame, or excuse? Click any score to rate them.

Denial Refuses to acknowledge a truth or feedback.2

Blame Transfers responsibility to people or circumstances.3

Excuse Justifies outcomes by citing factors outside their control.4

Coaching plan

This is the work.

Draft the coaching plan you’ll work from to move Rowan to the next box in the Matrix.

Replace your current plan?

AI drafts a new plan from Rowan’s description, matrix placement, coachability, and deflection ratings — and explains its reasoning. This can’t be undone.

Cancel

Rowan sits at Task × Ask — great questions, narrow ownership. The move is one process owned end to end.

I will hand Rowan the release process whole: what good looks like, the handoffs, and the outcome metric. Twice-weekly check-ins for the first month — directive early, then stepping back as they anticipate risks and keep it moving without me.

Saves automatically — Rowan’s plan stays live for your next 1:1.

Change Management EPIC Change and Transformation™

Day 0 Take EPICindex™ — your self-assessment baseline. Truth first, not a hunch.

leaderfactor.app/demo Sample data

Before we launch a change, we face reality — an honest case, including the cost of doing nothing.

1 of 30 Sample items · a self-assessment — your baseline is yours

Change Management · initiative

One front door for every internal request Cat 4 · Organization-wide

A single intake process replacing three separate queues — touches every function’s requests.

01

Evaluate

4/4

02

Prepare

2/3

03

Implement

0/1

04

Consolidate

0/1

Currently in Prepare · roadmap 67% complete · jump to any phase.

Phase 01 · Evaluate — decide whether to pursue the change at all

Change Classifier

Rate six factors, 1–5 — the category tells you how much rigor, coalition, and runway the change really needs. Click any score.

Scope4

Magnitude5

Complexity4

Duration3

Risk4

Criticality4

Result

Category 4 · Organization-wide

Spans the org — build a coalition and stage the rollout deliberately.

Also in Evaluate: Do-Nothing Scenario · Disruption Profile

Phase 02 · Prepare — build the coalition and the message

U-Curve of Personal Change

Where each stakeholder sits on the emotional arc of change — meet them where they are, and move them forward.

Denial 0

—

Resistance 2

Ops leadsTeam admins

Exploration 2

COOIT platform lead

Commitment 0

—

Also in Prepare: Change Message Stack · Coalition Builder

Phase 03 · Implement — capture early wins before momentum stalls

90-Day Accelerator Plan

Early, visible wins across 30, 60, and 90 days — proof points that carry people across the Span of Uncertainty.

Day 30

Publish the front-door charter

One page: what routes where, who owns triage, how exceptions escalate.

Day 60

Pilot one department end to end

Live routing for one function — people see the model in practice, not in slides.

Day 90

Stand up the governance cadence

A fixed review rhythm with clear decision rights — proof the change is operating.

Phase 04 · Consolidate — embed it so it doesn’t snap back

Milestones to Consolidation

The change becomes the new normal — embedded technically, then behaviorally, then culturally.

Jun

Technical embedding

The intake tool is live for every function and the old forms are retired.

Sep

Behavioral embedding

Teams route through the front door in normal planning — no escalation needed.

Dec

Cultural embedding

One front door is simply how work starts — a default, not a program.

Roadmap complete — saved to your toolkit with 2 initiatives live. Come back anytime.

Decision Making DECIDER Critical Thinking™

Day 0 Take DECIDERindex™ — your self-assessment baseline. Truth first, not a hunch.

leaderfactor.app/demo Sample data

Before we debate, we agree on what decision we’re actually making — and who owns the call.

1 of 21 Sample items · a self-assessment — your baseline is yours

Frame · 6 quick prompts

What decision are you trying to make?

Backfill the open team-lead role

Your problem statement

Here’s what we built.

Edit it directly — it’s yours to refine.

Our team-lead seat has been open for six weeks and coverage is slipping. We need a lead in place this quarter — without stalling the team’s current momentum or losing our strongest people.

What matters Add criteria across the four VCTR categories and weight each one — they must total 100%.

Value Benefits & gains

Capability lift for the team 30%

Add new +

Cost Financial & resource costs

Total comp and ramp cost 20%

Add new +

Risk Uncertainty & downsides

Ramp and retention risk 25%

Add new +

Time Speed & urgency

Time to full coverage 25%

Add new +

At least one criterion in each VCTR category

Decide · score the options

Score every option on every criterion.

CriteriaWt Promote from withinExternal hireSplit across two seniors

Capability lift for the team30% 895

Total comp and ramp cost20% 948

Ramp and retention risk25% 654

Time to full coverage25% 837

Weighted total 7.75.55.9

Highest-rated option

Promote from within 7.7

Commit · execution plan

What happens in the first 30 days.

Highest-rated option

Promote from within 7.7

Name interim coverage for the teamYou · Aug 4

Draft the internal posting and criteriaSam · Aug 8

Add an action — owner and date optional…+

Team-lead backfill Decision summary

Highest-rated option

Promote from within

7.7weighted score

✎ Edit scores

Next steps

✎ Edit

1

Name interim coverage for the team

You · 8/4/2026

2

Draft the internal posting and criteria

Sam · 8/8/2026

Problem statement

✎ Edit

Our team-lead seat has been open for six weeks and coverage is slipping. We need a lead in place this quarter — without stalling the team’s current momentum or losing our strongest people.

Saved to your toolkit — every decision stays open to revisit and edit.

Team Performance Team Cohesion & Performance™

Day 0 Take COHESIONindex™ — self and external raters. Truth first, not a hunch.

leaderfactor.app/demo Sample data

People on this team genuinely trust each other — the care is real, not performed.

1 of 20 Sample items · you rate yourself; invited raters answer the external version about you

Output · work backward from the result

Which output is off target?

The output

On-time delivery

Tip Outputs are what the team produces — results, quality, growth, impact. Pick one, not five.

Where does it sit today?

Unpredictabletalented but inconsistent

High Performingquality + consistency

Low Performingneither yet

Stuckconsistent — wrong direction

Processes · what drags the output down

What processes are dragging this output down?

Add only the processes that negatively affect On-time delivery — and why. If nothing here is hurting it, leave it empty. That’s an answer too.

Sprint planning — scope locks before dependencies are known×

QA handoffs — finished work queues for days×

Add another process…+

Inputs · what drags the output down

What inputs are dragging this output down?

Estimate qualityLinked → Sprint planning

Staffing continuityStandalone — not linked

Add another input…+

Redesign · fix the system

How will you redesign inputs and processes?

Select each input and process in the flow map and describe how you will fix it. Arrows show how energy flows toward On-time delivery.

Inputs

Processes

OutputOn-time delivery

Output

Click any node to read why it hurts and how you’ll redesign it.

Implementation · obstacles → overcome → invert

What could go wrong?

Old habits and normsIngrained behaviors resist change

Misaligned incentivesRewards don’t align with desired behaviors

Competing prioritiesToo many demands on time and attention

Weak accountabilityNo clear ownership or follow-through

Poor measurementNo data to track progress or prove impact

Absence of early winsNo visible progress to build momentum

Select the obstacles most likely to threaten your plan.

Report · plan summary

On-time delivery Unpredictable — talented but inconsistent

Your complete team performance plan — diagnosis, redesign, and implementation in one place.

01 · Diagnosis & plan

✎ Edit

PlannedEstimate quality

PlannedStaffing continuity

PlannedSprint planning

PlannedQA handoffs

OutputOn-time delivery

Click any node to read why it hurts and how you’ll redesign it.

Saved to your toolkit — 4 of 18 action plans done. Come back anytime.

Seven skills, one system.

Everyone on my team is accepted for who they are — no one has to earn basic respect.

This is where facilitators are made.

Every touchpoint, scheduled.

One curriculum, three modalities.

Rewarded Vulnerability

Assess your impact across The 4 Stages™.

Your Behavioral Change Center

Every cohort, measured.

I notice what I’m thinking and feeling in the moment — before it drives what I do.

This is where facilitators are made.

Every touchpoint, scheduled.

One curriculum, three modalities.

The Yellow Card

Your individual EQindex® report.

Your Behavioral Change Center

Every cohort, measured.

I can name which parts of my team’s work we should own, augment, and automate.

This is where facilitators are made.

Every touchpoint, scheduled.

One curriculum, three modalities.

Redesign, Don’t Bolt On

Name This AI Workflow

Own, augment, or automate?

Choose a Success Signal

Your Pilot Framework

Your Pilot Zone Canvas

Your individual AI Leadership Index report.

Your Behavioral Change Center

Every cohort, measured.

My people bring me problems early — they’re not afraid to show me unfinished thinking.

This is where facilitators are made.

Every touchpoint, scheduled.

One curriculum, three modalities.

Tell to Ask

Direct reports

Rowan Updated 6d ago

Patterns of Deflection

This is the work.

Your individual Coaching Skills Assessment report.

Your Behavioral Change Center

Every cohort, measured.

Before we launch a change, we face reality — an honest case, including the cost of doing nothing.

This is where facilitators are made.

Every touchpoint, scheduled.

One curriculum, three modalities.

The Coalition

One front door for every internal request Cat 4 · Organization-wide

Change Classifier

U-Curve of Personal Change

90-Day Accelerator Plan

Milestones to Consolidation

Your individual EPICindex™ report.

Your Behavioral Change Center

Every cohort, measured.

Before we debate, we agree on what decision we’re actually making — and who owns the call.

This is where facilitators are made.

Every touchpoint, scheduled.

One curriculum, three modalities.

Define the Problem

What decision are you trying to make?

What matters Add criteria across the four VCTR categories and weight each one — they must total 100%.

Score every option on every criterion.

What happens in the first 30 days.

Team-lead backfill Decision summary

Your individual DECIDERindex™ report.

Your Behavioral Change Center

Every cohort, measured.

People on this team genuinely trust each other — the care is real, not performed.

This is where facilitators are made.

Every touchpoint, scheduled.

One curriculum, three modalities.

Task Cohesion

Which output is off target?

What processes are dragging this output down?

What inputs are dragging this output down?

How will you redesign inputs and processes?

What could go wrong?

On-time delivery Unpredictable — talented but inconsistent

Your individual COHESIONindex™ report.