"Most executives who are being managed out do not know it until the decision is made. Most executives who are being positioned for something bigger do not see it either. The signals are there — in both directions. This tool helps you read them."
15
Questions across 3 dimensions of organisational signal
15 min
Complete honestly and privately — no right or wrong answers
Score
Total your score and read your result on the final page
1 = Strongly disagree / Never
2 = Somewhat disagree / Rarely
5 = Always / Strongly agree
Dimension A — Visibility & Access
How your presence and access to leadership have shifted in the past 6–12 months
1
I am still included in high-stakes meetings and decisions that directly affect my area.
2
My direct access to the CEO or board has remained the same or increased in recent months.
3
I am being asked for my opinion or input on matters that go beyond my direct function.
4
New people or structures have been introduced around me without clear explanation of how they affect my role.
5
I am being spoken about positively in conversations I am not part of — I receive that feedback indirectly.
Dimension B — Mandate & Resource Signals
Whether your authority, budget, and mandate are expanding or contracting
6
My team, budget, or scope of responsibility has grown or been maintained in the last year.
7
I have been given a new challenge, project, or mandate that stretches my current capabilities.
8
Decisions that used to require my sign-off are now being made without me or above me.
9
I can clearly articulate what success looks like in my role — and so can my manager.
10
Resources, tools, or support I have requested are being approved or prioritised.
Dimension C — Relationship & Future Signals
The quality of your relationships and whether the organisation is investing in your future
11
My manager gives me substantive feedback — not just operational direction — on a regular basis.
12
I have been included in conversations about future plans, strategy, or leadership succession.
13
The organisation is investing in my development — formally or informally.
14
I feel the relationship with my direct manager is open, honest, and professionally healthy.
15
When I picture myself in this organisation two years from now, I can see a clear and positive path.
Dimension A score
(Q1–5, max 25)
Dimension B score
(Q6–10, max 25)
Dimension C score
(Q11–15, max 25)
Read your result
15–35
Risk signals detected
Multiple dimensions showing patterns associated with reduced organisational investment. Do not ignore these signals. A structured conversation with an external advisor is your most important next step.
36–55
Repositioning in progress
Mixed signals — some dimensions strong, others unclear. This is the most common pattern during periods of change. You are likely being evaluated, consciously or not. Clarity and visibility are your priorities.
56–75
Rising trajectory
Strong signals of organisational investment and forward momentum. The question shifts from protection to positioning — how do you leverage this moment to move intentionally toward the next level?
Your next step — based on your result
If score 15–35
Book a private SCI Briefing
A 90-minute private session to map what is happening in your specific context and build a clear response strategy. ergham@organisationlab.com
If score 36–55
SCL Coaching Accelerator
90-day 1:1 coaching program using the Strategic Contextual Leadership framework to build clarity and re-establish your positioning. From $5,500/month.
If score 56–75
Strategic Moves — read the book
You are in the right position. Now make the right move. Dr. Ergham Bachir's second book — Who Are You When the Work Is Gone? — is available now.