EY is paying real money for judgment, adaptability, and collaboration. Most leadership teams have no idea what they would score on any of them. The score exists whether or not anyone looks at it.

Tools like Myers-Briggs, Working Genius™, Kolbe, and Motivational Maps create a shared language that builds self-awareness, healthier conflict, stronger trust, and better collaboration. Healthy teams stop asking: “Why isn’t everyone like me?” And start asking “What strength does this person bring that I naturally do not?”

For leadership teams stuck in ambiguity, I share how pursuing my wife with unapologetic clarity and speed illustrates the one behavior most executives avoid: naming what they want and moving before it feels safe.

Organizational health is the performance metric I see most leadership teams under measure and under invest in, even though it explains a surprising amount of their results.