Find a Solution
Not Sure Where to Begin?
You are not alone.
Most clients don’t approach us with a clear diagnosis; instead, they arrive with a gut feeling that something’s off. Your team may be working hard, but they might not be moving in the same direction. Maybe you’ve tried training, restructuring, or new tools—and nothing seems to be working. Or maybe things are “fine,” but you sense that fine won’t carry you into the future.
At Transpective Diagnostic Tools, we specialize in helping leaders clearly understand what’s happening beneath the surface. Whether it’s misalignment, unspoken conflict, stalled growth, or leadership gaps, we assist you in identifying it, grasping its implications, and beginning to address it in a focused and integrated manner.
You don’t need all the answers right now—just the right questions.
If you sense something is off but can’t quite identify it, you’re in the right place. Whether it’s a team dynamic, a leadership gap, or a culture stuck in old patterns, the best place to start is by getting curious.
Here’s how to start your exploration:
Step 1: Notice What Feels Off
- Are you having the same conversations repeatedly?
- Is your team busy yet not aligned?
- Are your leaders managing instead of leading?
Even vague discomfort is valuable data. Pay attention to what’s happening beneath the surface.
Step 2: Scan for Patterns
Use our Tool-to-Problem Map to link your experiences with the tools that can assist you.
You’ll begin to identify where the friction lies—and what type of support could help advance the situation.
Step 3: Ask Broader Questions
- Is this a skill issue or a mindset issue?
- Are we addressing symptoms, or are we uncovering the underlying problematic system?
- Are we developing people for today or preparing them for tomorrow?
If those questions seem difficult to answer, that’s where we come in.
What We Offer When You’re Not Sure What to Do Next:
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A dialogue, not a sales pitch
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A method for diagnosis prior to prescription.
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Tools that reveal the invisible
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A reliable thinking partner—not merely a trainer or consultant
Tool-to-Problem Mapping – Transpective Approach
Problem | What's going on | Tool |
|---|---|---|
The future is calling—but we haven’t yet become the leaders it requires | The mindset and worldview haven’t evolved to match future demands. | ONW™ Framework, Vertical Coaching, Global Leadership Profile |
We don’t challenge assumptions—we protect them. | Defensive routines block growth and adaptation. | Immunity to Change Mapping, Polarity Navigation |
We need leaders who can hold uncertainty without shutting down. | Complexity triggers fear instead of curiosity or innovation. | Global Leadership Profile, Immunity to Change, Vertical Development Practice |
Our culture doesn’t yet support the future we say we want. | Conventional leadership logic is anchoring outdated behaviors. | Organizational Culture Diagnostics, Vertical Alignment Work |
We haven’t done the inner work to match our outer goals. | Presence and maturity haven’t caught up with our ambition. | Leadership Presence Coaching, Vertical Development Tools |
We’re stuck in the weeds—we must zoom out and lead from above the line. | Tactical activity overrides strategic awareness. | Cognitive Agility Tools, Everything DiSC Work of Leaders |
Our thinking is too narrow for the complexity we’re facing. | Linear thinking can’t address systemic, adaptive challenges. | Polarity Thinking, Systemic Coaching |
We talk about change—but act from the same old mindset. | Old thinking patterns are being recycled under the banner of change. | Immunity to Change Mapping, Vertical Coaching |
Our leaders are competent—but not transformative. | Execution is strong, but leadership lacks values-driven innovation. | Global Leadership Profile, ONW™ Framework |
We’re leading for today—but not shaping tomorrow. | Strategy is reactive; no capacity for long-range vision. | Vertical Development Coaching, Strategic Foresight Work |
We don’t have a shared story about who we are, where we’re headed, or how we lead. | The leadership team lacks cohesion around vision, direction, and values. | Everything DiSC Work of Leaders |
Feedback is rare—and when it happens, it’s vague or defensive. | Leaders aren’t modeling or receiving feedback well. | Andiron KPI 360, Team Coaching |
We talk about teamwork, but we’re not a team. | We lack trust, accountability, and clarity on shared goals. | Five Behaviors of a Cohesive Team |
We’ve tried culture change, but it keeps repeating the old ways. | Competing commitments sabotage new behaviors. | Immunity to Change Mapping |
We’ve got smart people who’re emotionally reactive or rigid under pressure. | Emotional intelligence is missing from leadership conversations. | Everything DiSC Agile EQ |
We’re facing leadership gaps—and guessing who’s ready to lead. | Succession becomes a gamble without visibility into developmental capacity. | Global Leadership Profile, Andiron KPI 360, PXT 360 and CheckPoint 360 |
We can’t tell who’s a fit for the role—or how to help them succeed. | Gut-feel hiring and promotion are hurting performance. | PXT Select |
We’re great at making plans—but not great at following through. | Leaders aren’t aligned in how they prioritize, communicate, or execute | Everything DiSC Work of Leaders |
We don’t know how to have healthy conflict—we either explode or avoid it. | Without a shared conflict language, tension either festers or explodes. | Productive Conflict, Five Behaviors of a Cohesive Team |
Our team doesn’t communicate well—we constantly misunderstand each other. | Communication styles clash and go unspoken | Everything DiSC Workplace, and Productive Conflict |
Leadership Alignment Diagnostic: Where Should You Start?
Not sure what kind of support your team or leaders need most?
This quick diagnostic will help you surface where the friction is—and give you a place to begin.
Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree):
1. Our team communicates clearly—even under pressure.
☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
2. We know how to surface and resolve conflict productively.
☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
3. Our leaders are aligned on vision, priorities, and execution.
☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
4. We have a clear process for selecting, onboarding, and developing talent.
☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
5. We know who is ready to step into bigger leadership roles.
☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
6. Our culture supports adaptability, learning, and innovation.
☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
7. Leaders in our organization reflect the mindset needed for the future.
☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
Now What?
If your average score is 1–2:
You may be experiencing surface-level issues rooted in deeper system or leadership logic challenges. Let’s talk about where to begin.
If your average score is 3–4:
You’re doing a lot of things right—but there are some friction points worth exploring. Start with our Tool-to-Problem Map or schedule a clarity call.
If your average score is 5:
You’re likely aligned and evolving—but staying ahead requires intentional development. Let’s explore your next level of leadership capacity.
