A structured way to compare what senior roles require with what leadership and talent systems develop, assess and reward. The diagnostic is the entry point to every RAPL™ engagement.
The Leadership Capability Alignment Diagnostic makes the gap between strategic work and leadership systems visible — not as an abstract idea, but as a concrete comparison you can act on.
It looks at each senior seat, the work it is expected to govern, the capability the work requires, and the capability the talent system actually develops, assesses and rewards. Where the two don't match, the gap is named — and prioritized.
The diagnostic moves from defining the work, through mapping seats and baseline, to a visible heatmap and prioritized development plan.
Identify the initiatives, portfolios and AI-enabled change the senior leadership team is accountable for in the next 12–24 months.
Identify which RAPL™ capabilities each senior role is expected to exercise, and at what depth, in this work.
Assess current leadership capability against the twelve RAPL™ capabilities, using evidence beyond self-report where possible.
Compare role demand and current capability in a visible, role-by-role, capability-by-capability heatmap.
Use the heatmap to target the highest-consequence gaps first — through cohort programs, targeted modules, coaching and governance work.
| SEAT | DEFINE | GOVERN | PROTECT | LAND |
|---|---|---|---|---|
| CEO | LOW | MED | LOW | MED |
| CIO | MED | HIGH | HIGH | LOW |
| CHRO | LOW | MED | LOW | LOW |
| CFO | MED | LOW | MED | LOW |
| COO | MED | MED | MED | MED |
| CxO Trans | HIGH | HIGH | LOW | LOW |
Sanity-check whether the senior team has the leadership capability the strategic agenda actually requires.
Target development and succession investment where the gap is highest and the consequences are greatest.
Identify which leadership seats need strengthening before the next wave of AI and transformation work.
The diagnostic is the structured entry point to every RAPL™ engagement.