Five steps, lived before they were ever taught. I ran it as a global talent executive, and I ran it on my own life at the same time.
Most frameworks are a list. This one is a sequence, and the order is the whole point. You cannot release what you haven't owned, and you cannot own what you refuse to see.
It works the same on an organization. See what's actually happening. Own accountability, not blame. Release what no longer serves the strategy. Align the system to the intent. Then make it visible, and make it multiply.
The Art of Flourishing is in progress: the method, the research behind it, and the stories of the leaders who ran it. Including mine, which I've spent most of my career telling only in fragments.
If you'd like to know when it's finished, tell me and you'll hear first.
Most assessments measure how you're doing. This one measures your capacity to change, which is a different question, and the one I care about most when someone is trying to make something change.
It comes in two forms. The Flourishing Snapshot is twelve questions and three minutes, run live at events. The full Index is the complete instrument, still in development, and on release it will come with a written report and an hour with me to work through it.
Twelve questions, three minutes, no right answers, run live at events. Your five capacity scores on screen, plus one number I have not found on any other leadership assessment: Truth Access, whether anyone in your life actually knows what you're carrying right now. In the rooms I have run it in, it has tended to come back the lowest score on the page.
Afterwards I send a mini-report: the pattern your answers add up to, and two things to do about it in the next seven days.
The full instrument is specified and in development: three scales across sixty-six items, where you currently stand, your capacity to move through each of the five steps, and Truth Access measured properly instead of sampled.
On release it will come with a full written report and a 60-minute debrief with me: the conversation where the numbers stop being numbers and turn into what you're actually going to do.
Version 1.0. It is built for reflection, not diagnosis. Norming is underway and no percentile is published until there is an honest one; I won't print a number I can't stand behind.
Not for hiring, promotion, or performance decisions, however flattering the request. Individual results belong to the individual. Sponsors see aggregate only, and never below eight respondents.
The questions can surface more than expected. If something here feels heavier than a self-assessment can hold, that belongs with a licensed professional rather than a coach. In the U.S., call or text 988, any time.
The same instrument, run across a leadership team or a cohort, with an aggregate report and a half-day session to work the findings. Cohort administration is in development alongside the full Index. It answers a question most engagement surveys can't: not whether your leaders are satisfied, but whether they are able to change, and whether anyone in the building knows what they're actually carrying.
In my experience the Truth Access number is the one that stops a leadership team, because it is usually the first time anyone has measured it.
Get notified when the Team Index releases"You see it. You own it. You put down what isn't yours. You build a life that matches. And then you bloom, out loud, where somebody else can see that it's survivable."