Your Assessment Results For: Victory Media
Assessed By Mark Dallmeier on November 18, 2025
Displayed are what your results reveal about your organization’s current state. Each category highlights where short-term decisions may be creating long-term costs and where your team is already building strength and alignment.
Use these insights to spark conversation, guide strategic planning, and identify the next steps to reduce Executive Debt and accelerate growth.
Your Overrall Executive Debt Index (EDI):
39
Score Guide:
🟢 Low Level of Executive Debt (75-100)
Strong performance; maintain excellence
🟡 Moderate Level of Executive Debt (50-74)
Adequate but needs improvement
🟠 High Level of Executive Debt (25-49)
Significant gaps requiring prompt action
🔴 Critical Level of Executive Debt (0-24)
Critical issues demanding immediate intervention
Your EDI (Executive Debt Index) averages all five categories for an overall organizational health score.
Strategic Debt
Score: 47
🟠 High level of Debt (At-Risk Area)
The organization demonstrates partial clarity on long-term goals but struggles to translate vision into coordinated action. Leaders may agree on direction in principle yet execute inconsistently or with competing priorities. The next step is to formalize a quarterly strategic review cadence where leaders realign initiatives and reinforce disciplined follow-through.
Decision-Making & Leadership Discipline
Score: 33
🟠 High level of Debt (At-Risk Area)
Decision-making shows partial discipline but remains personality-driven rather than principle-driven. Leaders solicit input inconsistently, and post-decision reviews are rare. The next step is to adopt a standardized decision log and require leaders to evaluate both short- and long-term implications before implementation.
Operational Debt
Score: 40
🟠 High level of Debt (At-Risk Area)
Operations show improvement yet remain vulnerable to friction across teams. Leaders often recognize inefficiencies but delay corrective action due to competing priorities. The next step is to assign cross-functional ownership for continuous improvement and implement regular operational health checks.
Talent Debt
Score: 27
🟠 High level of Debt (At-Risk Area)
Talent systems are functional but uneven. Leaders may support growth conceptually yet fail to institutionalize it through structure or habit. The next step is to formalize career pathways, pair senior leaders with emerging talent, and tie development plans to measurable outcomes.
Cultural Debt
Score: 47
🟠 High level of Debt (At-Risk Area)
Cultural alignment is forming but fragile. Employees recognize leadership intent yet question follow-through. Leaders should engage directly in culture-building rituals—listening sessions, value storytelling, and recognition programs—to close the gap between aspiration and behavior.
🟠 High Level of Executive Debt (25-49)
High level of Executive Debt — Significant gaps requiring prompt action
Your results indicate notable strain in how leadership sets direction, makes decisions, develops talent, or reinforces culture. The organization may experience frequent rework, inconsistent execution, or increasing friction across teams — symptoms of accumulated Executive Debt that is beginning to impede performance. Leaders likely share the right intentions, but inconsistent behaviors, unclear accountability, or reactive decision-making have created systemic drag.
At this level, execution reliability and cultural trust often decline, even if individual leaders are working hard to compensate. Without timely correction, these patterns can compound into talent loss, misaligned initiatives, and strategic drift. The organization is at a pivot point where stronger leadership discipline and clearer systems can still reset momentum before greater consequences emerge.
Recommended Next Steps:
Facilitate a structured executive workshop to diagnose root causes, rebuild alignment, and define 90-day priorities. Establish or strengthen decision frameworks that clarify roles, required inputs, and accountability for outcomes. Launch a cross-functional operating cadence focused on transparency, predictable communication, and early issue escalation — giving the organization a stable foundation for recovery.
Schedule Your Executive Debt Review!
You’ve identified where your organization carries Executive Debt. Now let’s uncover what’s behind it — and how to eliminate it.
Schedule a complimentary 30-minute review with an AspireSix Managing Partner to interpret your results and define next steps.