Executive Debt Assessment

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STRATEGIC DEBT STATEMENTS

Strategic Debt

Strategic Debt reflects the gap between a company’s stated direction and its actual execution. It accumulates when leaders make short-term choices that compromise long-term positioning or fail to adapt to changing market realities. This section explores how clearly your organization defines and communicates its vision, aligns leadership goals, and reassesses strategy in light of new information. Respond candidly to gauge whether your leadership team is steering with foresight or reacting to the moment.

Choose the response below that most closely reflects the current state of your organization.

Our company’s long-term vision is clear and communicated.*

Never true

Sometimes true

Often true

Always true

Strategic Debt

Strategic Debt reflects the gap between a company’s stated direction and its actual execution. It accumulates when leaders make short-term choices that compromise long-term positioning or fail to adapt to changing market realities. This section explores how clearly your organization defines and communicates its vision, aligns leadership goals, and reassesses strategy in light of new information. Respond candidly to gauge whether your leadership team is steering with foresight or reacting to the moment.

Choose the response below that most closely reflects the current state of your organization.

Strategic decisions are made with future consequences in mind.*

Never considered

Sometimes considered

Often considered

Always considered

Strategic Debt

Strategic Debt reflects the gap between a company’s stated direction and its actual execution. It accumulates when leaders make short-term choices that compromise long-term positioning or fail to adapt to changing market realities. This section explores how clearly your organization defines and communicates its vision, aligns leadership goals, and reassesses strategy in light of new information. Respond candidly to gauge whether your leadership team is steering with foresight or reacting to the moment.

Choose the response below that most closely reflects the current state of your organization.

There is alignment between leadership’s goals and company strategy.*

Strongly disagree

Somewhat disagree

Somewhat agree

Strongly agree

Strategic Debt

Strategic Debt reflects the gap between a company’s stated direction and its actual execution. It accumulates when leaders make short-term choices that compromise long-term positioning or fail to adapt to changing market realities. This section explores how clearly your organization defines and communicates its vision, aligns leadership goals, and reassesses strategy in light of new information. Respond candidly to gauge whether your leadership team is steering with foresight or reacting to the moment.

Choose the response below that most closely reflects the current state of your organization.

We regularly assess whether our strategic initiatives are on track.*

Never assessed

Assessed occasionally

Assessed often

Assessed consistently

Strategic Debt

Strategic Debt reflects the gap between a company’s stated direction and its actual execution. It accumulates when leaders make short-term choices that compromise long-term positioning or fail to adapt to changing market realities. This section explores how clearly your organization defines and communicates its vision, aligns leadership goals, and reassesses strategy in light of new information. Respond candidly to gauge whether your leadership team is steering with foresight or reacting to the moment.

Choose the response below that most closely reflects the current state of your organization.

We are proactive in adjusting our strategy based on new information.*

Never proactive

Occasionally proactive

Usually proactive

Always proactive

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DECISION-MAKING & LEADERSHIP DISCIPLINE STATEMENTS

Decision-Making & Leadership Discipline

Decision-Making & Leadership Discipline examines how effectively leaders make, communicate, and own high-impact decisions. Executive Debt grows in this area when choices are made without structured frameworks, accountability, or diverse perspectives. The questions that follow assess the rigor and transparency of your decision processes and how consistently leaders learn from outcomes. Your responses will reveal whether leadership discipline is a stabilizing force — or a hidden source of drift.

Choose the response below that most closely reflects the current state of your organization.

Decisions are made with input from a diverse group of leaders.*

Never includes diverse input

Sometimes includes diverse input

Often includes diverse input

Always includes diverse input

Decision-Making & Leadership Discipline

Decision-Making & Leadership Discipline examines how effectively leaders make, communicate, and own high-impact decisions. Executive Debt grows in this area when choices are made without structured frameworks, accountability, or diverse perspectives. The questions that follow assess the rigor and transparency of your decision processes and how consistently leaders learn from outcomes. Your responses will reveal whether leadership discipline is a stabilizing force — or a hidden source of drift.

Choose the response below that most closely reflects the current state of your organization.

We have a formalized decision-making framework.*

Absent

Partially in place

Mostly in place

Fully in place

Decision-Making & Leadership Discipline

Decision-Making & Leadership Discipline examines how effectively leaders make, communicate, and own high-impact decisions. Executive Debt grows in this area when choices are made without structured frameworks, accountability, or diverse perspectives. The questions that follow assess the rigor and transparency of your decision processes and how consistently leaders learn from outcomes. Your responses will reveal whether leadership discipline is a stabilizing force — or a hidden source of drift.

Choose the response below that most closely reflects the current state of your organization.

Leaders are held accountable for the outcomes of their decisions.*

Never held accountable

Sometimes held accountable

Often held accountable

Always held accountable

Decision-Making & Leadership Discipline

Decision-Making & Leadership Discipline examines how effectively leaders make, communicate, and own high-impact decisions. Executive Debt grows in this area when choices are made without structured frameworks, accountability, or diverse perspectives. The questions that follow assess the rigor and transparency of your decision processes and how consistently leaders learn from outcomes. Your responses will reveal whether leadership discipline is a stabilizing force — or a hidden source of drift.

Choose the response below that most closely reflects the current state of your organization.

We evaluate the potential long-term consequences of major decisions.*

Never evaluated

Sometimes evaluated

Often evaluated

Always evaluated

Decision-Making & Leadership Discipline

Decision-Making & Leadership Discipline examines how effectively leaders make, communicate, and own high-impact decisions. Executive Debt grows in this area when choices are made without structured frameworks, accountability, or diverse perspectives. The questions that follow assess the rigor and transparency of your decision processes and how consistently leaders learn from outcomes. Your responses will reveal whether leadership discipline is a stabilizing force — or a hidden source of drift.

Choose the response below that most closely reflects the current state of your organization.

There is transparency in decision-making across the leadership team.*

Not transparent

Somewhat transparent

Mostly transparent

Fully transparent

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OPERATIONAL DEBT STATEMENTS

Operational Debt

Operational Debt accumulates when processes, systems, or workflows fail to keep pace with growth. Leaders who overlook execution discipline invite inefficiency, rework, and organizational fatigue. This section measures the extent to which your company operates with consistency, collaboration, and scalability in mind. Consider how well your teams communicate, follow established processes, and use tools that enable sustained performance rather than firefighting.

Choose the response below that most closely reflects the current state of your organization.

Our processes and workflows are well-documented and consistently followed.*

Never

Sometimes

Often

Always

Operational Debt

Operational Debt accumulates when processes, systems, or workflows fail to keep pace with growth. Leaders who overlook execution discipline invite inefficiency, rework, and organizational fatigue. This section measures the extent to which your company operates with consistency, collaboration, and scalability in mind. Consider how well your teams communicate, follow established processes, and use tools that enable sustained performance rather than firefighting.

Choose the response below that most closely reflects the current state of your organization.

There is a clear system for identifying operational bottlenecks.*

No system

Limited system

Mostly clear system

Fully clear system

Operational Debt

Operational Debt accumulates when processes, systems, or workflows fail to keep pace with growth. Leaders who overlook execution discipline invite inefficiency, rework, and organizational fatigue. This section measures the extent to which your company operates with consistency, collaboration, and scalability in mind. Consider how well your teams communicate, follow established processes, and use tools that enable sustained performance rather than firefighting.

Choose the response below that most closely reflects the current state of your organization.

We invest in technology or tools that streamline operations.*

Never invest

Sometimes invest

Often invest

Always invest

Operational Debt

Operational Debt accumulates when processes, systems, or workflows fail to keep pace with growth. Leaders who overlook execution discipline invite inefficiency, rework, and organizational fatigue. This section measures the extent to which your company operates with consistency, collaboration, and scalability in mind. Consider how well your teams communicate, follow established processes, and use tools that enable sustained performance rather than firefighting.

Choose the response below that most closely reflects the current state of your organization.

Cross-functional teams collaborate effectively.*

Strongly disagree

Somewhat disagree

Somewhat agree

Strongly agree

Operational Debt

Operational Debt accumulates when processes, systems, or workflows fail to keep pace with growth. Leaders who overlook execution discipline invite inefficiency, rework, and organizational fatigue. This section measures the extent to which your company operates with consistency, collaboration, and scalability in mind. Consider how well your teams communicate, follow established processes, and use tools that enable sustained performance rather than firefighting.

Choose the response below that most closely reflects the current state of your organization.

Our operational decisions prioritize scalability and long-term efficiency.*

Never

Sometimes

Often

Always

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TALENT DEBT STATEMENTS

Talent Debt

Talent Debt reflects the leadership and capability gaps that hinder organizational effectiveness. It appears when roles are unclear, development is inconsistent, or succession planning is neglected. This section explores how intentionally your organization invests in people — from onboarding and performance management to leadership growth and accountability. Reflect on whether your team structure and leadership behaviors are building future capacity or simply maintaining the present.

Choose the response below that most closely reflects the current state of your organization.

We invest in the development and training of our employees.*

Never

Occasionally

Regularly

Continuously

Talent Debt

Talent Debt reflects the leadership and capability gaps that hinder organizational effectiveness. It appears when roles are unclear, development is inconsistent, or succession planning is neglected. This section explores how intentionally your organization invests in people — from onboarding and performance management to leadership growth and accountability. Reflect on whether your team structure and leadership behaviors are building future capacity or simply maintaining the present.

Choose the response below that most closely reflects the current state of your organization.

Roles and responsibilities are clearly defined across the organization.*

Not defined

Partially defined

Mostly defined

Fully defined

Talent Debt

Talent Debt reflects the leadership and capability gaps that hinder organizational effectiveness. It appears when roles are unclear, development is inconsistent, or succession planning is neglected. This section explores how intentionally your organization invests in people — from onboarding and performance management to leadership growth and accountability. Reflect on whether your team structure and leadership behaviors are building future capacity or simply maintaining the present.

Choose the response below that most closely reflects the current state of your organization.

Leadership succession planning is in place.*

Absent

Partially in place

Mostly in place

Fully in place

Talent Debt

Talent Debt reflects the leadership and capability gaps that hinder organizational effectiveness. It appears when roles are unclear, development is inconsistent, or succession planning is neglected. This section explores how intentionally your organization invests in people — from onboarding and performance management to leadership growth and accountability. Reflect on whether your team structure and leadership behaviors are building future capacity or simply maintaining the present.

Choose the response below that most closely reflects the current state of your organization.

Performance management is consistent and tied to outcomes.*

Never consistent

Sometimes consistent

Mostly consistent

Always consistent

Talent Debt

Talent Debt reflects the leadership and capability gaps that hinder organizational effectiveness. It appears when roles are unclear, development is inconsistent, or succession planning is neglected. This section explores how intentionally your organization invests in people — from onboarding and performance management to leadership growth and accountability. Reflect on whether your team structure and leadership behaviors are building future capacity or simply maintaining the present.

Choose the response below that most closely reflects the current state of your organization.

We have effective onboarding processes for new hires.*

Ineffective

Somewhat effective

Mostly effective

Highly effective

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CULTURAL DEBT STATEMENTS

Cultural Debt

Cultural Debt is the erosion of trust, alignment, and shared purpose that weakens execution from within. It forms when values are stated but not lived, communication is one-way, or employees no longer believe leaders act in good faith. This section evaluates how well your culture reinforces engagement, inclusivity, and openness at every level. Be honest about what your team experiences day to day — because culture always tells the truth about leadership.

Choose the response below that most closely reflects the current state of your organization.

Our company values are clearly defined and reinforced.*

Not defined

Partially defined

Mostly defined

Fully defined and reinforced

Cultural Debt

Cultural Debt is the erosion of trust, alignment, and shared purpose that weakens execution from within. It forms when values are stated but not lived, communication is one-way, or employees no longer believe leaders act in good faith. This section evaluates how well your culture reinforces engagement, inclusivity, and openness at every level. Be honest about what your team experiences day to day — because culture always tells the truth about leadership.

Choose the response below that most closely reflects the current state of your organization.

Employee engagement is regularly measured and acted upon.*

Never

Occasionally

Regularly

Consistently

Cultural Debt

Cultural Debt is the erosion of trust, alignment, and shared purpose that weakens execution from within. It forms when values are stated but not lived, communication is one-way, or employees no longer believe leaders act in good faith. This section evaluates how well your culture reinforces engagement, inclusivity, and openness at every level. Be honest about what your team experiences day to day — because culture always tells the truth about leadership.

Choose the response below that most closely reflects the current state of your organization.

There is trust between employees and leadership.*

Strongly disagree

Somewhat disagree

Somewhat agree

Strongly agree

Cultural Debt

Cultural Debt is the erosion of trust, alignment, and shared purpose that weakens execution from within. It forms when values are stated but not lived, communication is one-way, or employees no longer believe leaders act in good faith. This section evaluates how well your culture reinforces engagement, inclusivity, and openness at every level. Be honest about what your team experiences day to day — because culture always tells the truth about leadership.

Choose the response below that most closely reflects the current state of your organization.

Different experiences, viewpoints, and open dialogue are clearly prioritized.*

Not a priority

Emerging priority

Active priority

Core priority

Cultural Debt

Cultural Debt is the erosion of trust, alignment, and shared purpose that weakens execution from within. It forms when values are stated but not lived, communication is one-way, or employees no longer believe leaders act in good faith. This section evaluates how well your culture reinforces engagement, inclusivity, and openness at every level. Be honest about what your team experiences day to day — because culture always tells the truth about leadership.

Choose the response below that most closely reflects the current state of your organization.

Feedback and open communication are encouraged at all levels.*

Never encouraged

Occasionally encouraged

Often encouraged

Always encouraged

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USER SUBMISSION INFORMATION

Thank You for Taking this Executive Debt Assessment.

Your responses help reveal where short-term decisions may be creating long-term organizational costs—and where opportunities exist to strengthen strategy, alignment, and execution.

Please enter your contact information to submit the assessment and on the next page you will see your Assessment Results based on your responses.

Name*

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Company*

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HIDDEN FIELDS

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Strategic Avg

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Decision-Making Leadership Discipline Avg

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Operational Avg

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Talent Avg

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Cultural Avg

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Strategic Norm

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Decision-Making Leadership Discipline Norm

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Operational Norm

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Talent Norm

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Cultural Norm

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Overall Debt Index

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Security Token

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Group Token

\ Executive Debt^™ Assessment