ADDICTIVE LEADERSHIP
ADDICTIVE LEADERSHIP
In 15 minutes, you'll know exactly where your firm is losing leverage, and what to fix first.
See how your firm measures across three dimensions that predict growth: Alignment, Execution, and Accountability.
The report separates what's blocking your team from what your team needs. Are capable people held back by unclear priorities, broken handoffs, or missing tools? Or would targeted development help leaders delegate, follow through, and have difficult conversations more effectively? You'll know which lever to pull.
Meet with an expert to understand your results and how to improve them. Discuss the changes that would unlock the most leverage.
Partners are billing like crazy. Staff is stretched. But growth doesn't match the effort.
Here's what's actually happening: Most firm leaders were promoted for technical excellence. But the skills that made them great practitioners—owning the work, ensuring quality, being the expert—become limitations at the leadership level. Work floats up instead of down. Reviews bottleneck. Scope creep eats realization.
This isn't a character flaw. It's a predictable result of how firms develop talent.
The problem isn't effort. It's leverage. And most firms never measure it. They run engagement surveys that ask how people feel—but feelings don't predict performance. Or they blame "staffing shortages"—but hiring more people won't fix a leverage problem.
This assessment measures what actually drives growth: how priority work moves through your firm when it matters most.
Add your team members. We send them the link.
36 questions about how work actually gets done—individually and firm-wide. Not aspirational. Observable. Example: "In the last 4 weeks, did you decline a request because it didn't align with your top priorities?"
Individual item responses stay confidential. The report shows firm-wide patterns, not individual scores.
Your Operating Strengths Report shows where leverage is strong, where it's not, and whether the path forward is better systems, clearer priorities, or targeted development.
Add your team members. We send them the link.
Grounded in 50+ years of organizational psychology (Goal-Setting Theory, Psychological Safety, Delegation Effectiveness) proven to predict firm performance.
Each dimension is measured three ways: individual habits, firm-wide systems, and observable outcomes. This reveals whether gaps stem from how the firm operates or where individuals need support, so solutions target the right level.
The behaviors we measure are linked to performance advantages that show up in the numbers:
Benchmarks from Rosenberg, AICPA MAP data, and longitudinal studies tracking hundreds of CPA firms. Not generic corporate research.
This assessment isn't about evaluating individuals—it's about finding what's blocking everyone from doing their best work.
Your responses help surface systemic issues that are often invisible to leadership: unclear priorities, broken handoffs, missing tools, or processes that push work up instead of down. When these patterns show up in aggregate data, they become problems the firm can actually solve.
Your individual item responses are confidential. Leadership sees firm-wide patterns, not who said what. The more honest you are, the more useful the insights—for you and for the firm.
If growth doesn't match effort, something is blocking leverage. It might be systems. It might be priorities. It might be development gaps. This assessment tells you which, so you fix the right thing.
5 mins to create. Distributed for you. Zero cost.
