STRENGTHS UNLEASHED | CORE SERVICES
STRENGTHS UNLEASHED | CORE SERVICES
STRENGTHS UNLEASHED | CORE SERVICES
STRENGTHS UNLEASHED | CORE SERVICES
Misaligned teams. Misfiring culture.
The Challenge
Following a major strategic shift, a global client had redesigned its operating model and organisation structure. With the framework in place, the next critical move was assessing whether the organisation’s energy - across leadership and the wider system - was aligned and ready to execute. The leadership team needed visibility into both their own potential to energise the system and how energy was actually experienced day to day across the organisation.
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When leadership intent and organisational energy are out of sync, culture drifts and performance slows. Here's how we helped one global client recalibrate and reignite.
What we designed with our client
We facilitated a tailored leadership offsite focused on turning insight into energy. The day began with debriefs of GC Index results for each leader, followed by a group synthesis of the team’s collective strengths and preferences. Next, we introduced the BRITE energy model, guiding the team through a pre-data self-assessment before sharing the actual organisational results.
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Through dialogue, reflection and facilitated action planning, the team identified priority shifts to improve alignment and energise the organisation. We also co-designed a feedback approach to communicate findings transparently to the broader business.
Our diagnostic approach
We conducted a dual-layer diagnostic combining the GC Index and BRITE assessments. The GC Index measured the potential energy and intent of individual leaders and the broader organisation, identifying how people naturally contribute to impact. In parallel, the BRITE framework assessed current team energy - capturing how energy is flowing (or not) with regard to 5 critical elements: Sharing Mindsets, Building the Right Structure, Creating Safety and Cohesion, Processing Information and Producing Results.​
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Together, these tools revealed gaps between leadership intention and organisational experience - a clear map of where alignment could be tightened to accelerate performance.
So what?
The leadership team gained a new shared language around energy - and a deeper understanding of how their intent was (or wasn’t) landing. This clarity enabled smarter, faster decisions about where to focus, how to show up, and what changes would move the needle. Leaders felt energised and accountable, with a clear role in creating the culture they wanted to see.
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With a more aligned understanding of what energises people and what drains them, the organisation gained traction toward delivering its strategy - with energy now pulling in the same direction.
Team Effectiveness
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The Leadership Circle - BRITE:
The example shows the results for one of the five critical elements of team energy measured - Sharing Mindset.​
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Generators act as focal points, providing directional energy that unites and aligns the efforts of a team towards common goals. On the other hand, Disruptors tend to disperse energy and fragment the team, hindering collaboration and productivity.
Key drivers of organisation energy
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The GC Index - GCI:
Each member of the executive team has patterns of thinking that drive their behaviours when seeking to create an energetic impact in the organisation.
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From the individual GC Index results we create a picture of the whole team showing individual profiles and an aggregated view that is suggestive of how the leadership team sees itself as engaging with the organisation.
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The scale is a 1-10 scale, where 10 represents a high level of energy for the particular style.
The aggregated scores are expressed as a proportion of 100%.
In this example, the executive team has a dominant style of getting clear on the goal ("Strategist") together with a strong focus on task/getting things done ("Implementer").
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