Measure decision quality before you try to “develop leaders”.
The BRAVE Index is our research-backed assessment that examines how leadership decisions are made, owned, and trusted over time, with a specific lens on inclusive authority, ethical trade-offs, and performance under pressure.
Why assessment first
Most leadership failure is decision failure.
Organisations often invest in leadership programmes without establishing what is actually happening in the room. Often missing which decisions stall, where power concentrates, how trade-offs are named, and how inclusion behaves under pressure.
The BRAVE Index makes decision quality visible, so development is targeted, governance is informed, and leaders share a standard for what “good” looks like when there is no easy answer.
What we measure
Six lenses on leadership decision-making.
Each lens produces evidence you can use in planning, governance, and capability-building.
Capability
How well leaders frame decisions, surface risks, name trade-offs, and act without false certainty.
Readiness
Whether leaders are prepared for the decisions ahead: clarity of mandate, role, authority, and decision rights.
Resilience
How decision quality holds up under pressure: volatility, conflict, scrutiny, and time constraint.
Decision Quality
The consistency and integrity of the decision process: evidence use, trade-off clarity, follow-through, learning loops.
Ethical Performance
How power and inclusion behave under pressure: fairness of process, transparency, harm awareness, legitimacy.
Inclusion Signal
Where inclusion is robust and where it collapses when stakes rise: voice, belonging, dissent, and accountability.
Is this a culture survey?
No. The Index is decision-focused. Culture shows up as evidence through decisions — what is said, what is avoided, who carries the cost, and how responsibility is owned.
Is this a personality assessment?
No. BRAVE measures observable leadership behaviour and decision patterns. It is designed for organisational use, not individual labelling.
What you receive
Usable artefacts, not just a score.
The BRAVE Index produces a set of documents your leaders can act on for governance, planning, and capability development.
Your outputs are designed to travel. They can be used in board packs, leadership offsites, risk reviews, and internal communications — without needing BRAVE in the room to explain what they mean.
1) Executive Report
Evidence-backed overview of strengths, risks, and decision patterns — with clear priorities.
2) Leadership Briefing
A short, board-ready brief: what’s happening, why it matters, what to do next.
3) Signal Cards
Early-warning signals and “watch-outs” leaders can recognise and interrupt in real time.
4) Benchmarks
Comparative benchmarks against internal baselines over time (and external where applicable).
5) Governance Pack
Decision-rights, accountability map, and suggested routines to protect decision quality.
Optional: Team/Function Cut
Breakdowns by leadership cohort, function, or geography — where the signal demands it.
How it works
A clear assessment cycle.
The Index combines structured assessment, qualitative insight, and decision-pattern analysis. It’s designed to be rigorous without being bureaucratic.
Your organisation can run the Index as a baseline and then repeat it to measure movement, especially through change, expansion, or high-pressure periods.
Typical sequence
Scope
Define cohorts, decision contexts, and the pressures that matter.
Assess
Gather evidence: structured responses + targeted interviews where needed.
Synthesise
Translate findings into signals, benchmarks, and decision patterns.
Brief
Deliver artefacts and agree priorities for capability-building.
What happens next
Assessment becomes direction.
The Index is designed to connect directly into development and embedding work without guesswork.
Develop
Use the Index to target leadership capability: judgement, inclusive authority, courageous conversation, ethical decision-making, and sustainable systems.
Embed
Train internal BRAVE Facilitators to carry the standards, routines, and language, so that progress is maintained after the programme ends.
Repeat (Measure movement)
Re-run the Index to track improvement over time: reduced avoidance, faster clarity, stronger integrity, and more trusted authority.
Next step
If you want better leadership, start with the truth.
Request a short scoping conversation. We’ll clarify cohorts, decision contexts, and what “good” must protect then confirm whether the Index is the right fit.