Sound familiar?
“I'm worried about losing my best people.”
Strong people rarely leave over one thing. They leave when the work stops making sense: unclear ownership, decisions made over their heads, values that don't match what actually gets rewarded, or a leader who doesn't hear what's going wrong until it's too late.
You'll recognize it
- Your best people have gone quiet in meetings.
- The same frustrations come up in every one-on-one.
- People who used to own outcomes now wait to be told.
- You hear about problems late, or from someone else.
What's usually underneath
Different causes need different fixes.
The same symptom can come from several places. These are the patterns most often behind it, and the ones the assessment scores against your stage.
- Culture & valuesFree assessment
- When what gets rewarded doesn't match what's said, the people who noticed leave first.
- Role clarity & accountabilityFree assessment
- Owners who lose their scope stop acting like owners, then stop staying.
- Leadership balance & blind spotsFree assessment
- A leadership team that leans too hard one way leaves part of the company unheard.
- Self-awarenessFree assessment
- Whether you catch your own mistakes and ask for feedback before people stop offering it.
The cost of waiting
Replacing a senior person takes months of recruiting and ramp-up, and what they knew walks out with them. The people watching them leave are deciding whether to stay.
Find out which one is yours
Six minutes. A specific first move.
The free assessment scores your team on these patterns, calibrated to your stage, and names the two or three gaps most worth fixing first, with a first move for each. It's built on the patterns in The Compounding Team.
Want the deeper version, or your whole leadership team's view? Compare assessments.
Or is it one of these?