Transition / First-90-Days Coach

What it works from

• Assessment, review or performance evidence you already hold
• Your competency model, success profile or leadership standard

What you get back

• A calibrated view of each leader with the rationale shown
• A population-level read a talent committee can act on

Why this is expensive by hand

Judgements about the leadership population are usually made from evidence spread across assessments, reviews and conversations, with the bar shifting between assessors. In practice it shows up as calibrated talent decisions: assess every leader against the same defined bar, so the outcome does not depend on who ran the review. It is the kind of work that decides whether a recommendation survives scrutiny — and the kind that quietly eats 1–2 weeks of senior time whenever it comes round.

How this Skill produces it

As a Skill, the work is already sequenced. You bring the evidence, and the run produces a calibrated view of each leader with the rationale shown plus a population-level read a talent committee can act on. The criteria, ordering and review points that make the answer trustworthy are encoded in the Skill itself — which is the difference between a structured method and a prompt someone pastes in. In effect, 1–2 weeks of senior time compresses into ~25 minutes — and the output is comparable across clients, quarters and colleagues instead of shaped by whoever ran it.