01 · Challenge
Leadership transitions
Someone stepped into a bigger role and the organisation is still reading them in the old one. The first year decides whether the promotion sticks.
Free Diagnostic · 5 questions · 90 seconds
Name the problem before anyone picks the fix.
A request has landed on your desk. A coach for someone, a programme, an offsite. Five questions that separate the problem from the purchase, and a straight answer if leadership work will not fix it.
02 · Challenge
Executive performance and influence
A capable senior person who is not landing with the people who decide. The work is strong. The room is not moving.
03 · Challenge
Succession and the step up
The bench is thinner than the chart says. The people you had earmarked are leaving, or turning down the step up.
04 · Challenge
Leadership through change
The restructure landed and the behaviour did not move. The chart changed. The habits stayed.
Or neither
When it is none of these
Sometimes the problem sits in how the organisation is built, not in any one leader. That is structural work, not coaching. And sometimes it is not a leadership problem at all. The check says so instead of selling you a format.
Pick the closest answer. There is no perfect fit, and the near-miss still tells us something.
What changed
One step from your result
Where should it go?
Your result appears here and a copy lands in your inbox. We also send new writing on leadership and organisational performance when there is something worth saying. You can unsubscribe at any time.
Your answers are private. Privacy policy.
Your Result
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What a diagnosis would need to confirm
This narrows the field. It is not a diagnosis. Five questions can point at the right ground. They cannot confirm what is happening in your organisation, and anything claiming otherwise is selling you something.
Why this exists
The format gets chosen before the problem gets named.
The typical request for leadership development arrives already carrying an answer. A programme, a coach, an offsite. The classroom evaluations come back positive, the behaviour stays the same, and the budget goes out again next year.
This check works the other way round. It starts from what changed, who it is about, and what you can point to, and only then asks what shape of work fits. Sometimes that is coaching. Sometimes it is team-level work or a structural conversation. Sometimes it is not leadership work at all, and the honest move is to say so.
The check is a forensic first-cut, not the diagnosis. It names a starting hypothesis and what a real diagnostic would need to confirm. The work that follows either confirms it or productively refutes it.
FAQ
Frequently asked.
Who is this for?
The person sponsoring the work rather than receiving it. CHROs, heads of L&D, HR directors, and CEOs without a CHRO. If you are asking about your own leadership rather than someone else's, the Executive Presence Check is the one you want.
What do the three outcomes mean?
Your answers point to one of three outcomes. A named challenge: one of the four organisational leadership challenges we work on. A structural problem: the behaviour is real, but it comes from how the organisation is built rather than from the individual. Or no leadership problem specific enough to name. The check stops there. It does not tell you what the problem is instead.
Is this the diagnosis?
No. Five questions can point at the right ground. They cannot confirm what is happening in your organisation, and anything claiming otherwise is selling you something. The check narrows the field. A real diagnosis works from evidence: what the people involved actually say, what the numbers show, and what you have already tried. That is a scoped piece of work, and the result names what it would need to confirm.
Can EDG support this work?
Sometimes. Where the check points to structural work, the engagement that follows is consultancy. Enterprise Singapore's Enterprise Development Grant (EDG) supports qualifying projects at up to 50% of eligible costs for local SMEs. That includes management consultancy delivered by an accredited consultant. Gary McRae holds the SBACC Practising Management Consultant certification EDG requires. The headline conditions: the organisation is registered in Singapore with at least 30% local shareholding, and the application is approved before the project starts. Coaching on its own does not qualify. These terms are subject to change. Enterprise Singapore has announced that EDG folds into the new EDGE scheme from the second half of 2026. Source: Enterprise Singapore, enterprisesg.gov.sg. Nothing here is a promise of approval; we check the current rules against your situation in scoping.
Will my answers be shared?
Your individual answers are private, and nobody in your organisation is told you ran the check. We use your answers to compute your result and to write the follow-up note. We do not share individual data; aggregated patterns may inform anonymous research over time.
Is it really free?
Yes. The check is free. We capture your email to send the result: the problem your answers point to, and what a diagnosis would still need to confirm. We also send new writing on leadership and organisational performance when there is something worth saying. You can unsubscribe at any time.