You are already doing something about leadership. This tells you whether it is the right thing.
WHY THIS EXISTS
Most organizations are already doing something about leadership. That instinct is right. What separates a program that sticks from one that fades is knowing where to aim it.
This scorecard measures what your managers actually do across four areas: Communication & Conflict, Accountability & Trust, Engagement & Recognition and People Development. You get a read on all four and a clear answer on which one to fix first.
Sequence is the advantage. These skills stack, so closing the right gap first makes everything after it land better and sooner. We have been developing leaders since 2008, and the pattern holds. Managers who are struggling in these areas rarely know it, and most companies find out through a resignation. Seeing it early is what lets you handle it without disruption and theatrics.
Five minutes. Fifteen questions. You walk away knowing where to start.
WHAT WE MEASURE
Four critical dimensions of manager-driven retention
Your score reveals where your managers are creating the conditions people need to stay, where the gaps are quietly costing you, and what shifts will move the needle fastest.
CATEGORY 01
COMMUNICATION & CONFLICT
Most people problems are communication problems in disguise. When a manager runs the same script on everyone, lets tension sit until it calcifies, or lets their team hear bad news from someone else first, the damage does not look like a communication failure. It looks like attitude, or politics or worse, turnover. These outcomes are avoidable, but only if you know what to look for, how to address it and what steps it takes to curb them long term. This score tells you whether your managers are closing those gaps or quietly creating them.
CATEGORY 02
ACCOUNTABILITY & TRUST
Trust is built in the gap between what a manager says and what they do. When expectations are set before the work starts, commitments get kept, and the standard does not quietly drop the moment it becomes inconvenient, people know where they stand and do their best work. When any one of those slips, employees stop trusting the system and start protecting themselves. They do the visible work, avoid the risky work, and wait to see if anyone notices. That is not a performance problem. It is a leadership problem, and it shows up in your results long before it shows up in an exit interview.
CATEGORY 03
ENGAGEMENT & RECOGNITION
People do not disengage loudly. They get quieter, they contribute less, they stop volunteering and most managers notice months after the rest of the team already has. This score measures the three habits that prevent that: asking someone directly what changed when they start pulling back, naming the specific thing a person did well instead of a generic affirmation, and making sure credit is given publicly. Recognition is not a soft skill. It is the cheapest retention tool you own and it is usually the one nobody is using.
CATEGORY 04
PEOPLE
DEVELOPMENT
Your strongest employees have options, and they know it. What keeps them is not compensation alone. It is whether they can see a real path forward under the manager they report to right now. When development is inconsistent or accidental, your best people do not make an announcement. They just quietly start looking. This area measures whether your managers are giving them a reason to stay.
ABOUT AHA! LEADERSHIP
Built for real results
Aha! Leadership has been helping organizations close leadership gaps through evidence-based workshops, training series, and assessments since 2008. Our programs are built on the frameworks HR leaders and L&D professionals trust most.
We are an authorized Wiley partner for Everything DiSC and Five Behaviors and more. We deliver executive leadership development, management training, and team effectiveness programs for organizations across industries, virtually and onsite.
Every recommendation in your results points at work we have run hundreds of times. If the answer is one workshop, we will tell you that. If it is a sequenced series, we will tell you what the sequence is and what order will give you the results you're after.
TRUSTED BY ORGANIZATIONS THAT INVEST IN LEADERS WORTH FOLLOWING
FAQs
About six minutes. Fifteen questions, all multiple choice except the last one, which is optional. There's nothing to research and nothing to prepare. Answer based on what you actually watch your managers do, not what you wish were true. That is the part that makes the score worth having.
People who have managers reporting to them. Owners, executives and HR and L&D leaders. You are scoring the managers you are responsible for, not yourself and not your own boss.
Absolutely not! Your responses go directly to Aha! Leadership, not to your employer, your HR team, or anyone inside your organization. This is a private intake. The more honest you are, the more useful the results will be.
A score out of 100, a reading on each of the four categories, and a written diagnosis for the range you landed in. The diagnosis names what is happening, what it is costing you and which skill to build first.
Two people with different scores get genuinely different pages, not the same paragraph with a new number in it. If you want to talk it through afterward there is a link to book time with Aha. Nothing on the results page is hidden behind that.
That is the best reason to take it. Knowing there are gaps is not the same as knowing which one to fix first. Some skills cannot land until the one underneath them is solid, and proper sequencing (or the lack thereof) is where most development dollars get spent twice.
This tells you whether you are looking at two isolated gaps or one pattern feeding multiple areas.
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