Where most organisations start
A structured diagnostic that reveals what is really driving leadership strain, culture friction, burnout risk, and hidden performance drag -- so you can focus on the right intervention, not just the nearest one.
Typical investment: £4,500--£6,500, depending on scope
Book an Exploratory CallThe problem with jumping straight to a programme
Many organisations commission leadership development, coaching, or wellbeing support from a surface reading of the problem: low engagement, stressed managers, cultural friction, communication breakdown, rising burnout risk.
But those visible issues are usually symptoms of something deeper. When the diagnosis is vague, the intervention is too broad, too shallow, or aimed at the wrong level. Time is spent. Budget is spent. Activity happens. But the underlying patterns remain.
What organisations often do
Describe the presenting problem, receive a programme proposal, run the programme, see some benefit -- but limited lasting change.
What needed to happen first
A proper diagnostic. One that identifies root causes, not just symptoms, and shows where the highest-leverage intervention points actually are.
The hidden cost
Poor mental health and hidden underperformance cost UK employers £51 billion per year -- with presenteeism the largest component. Misdiagnosis is not a soft problem.
What changes when diagnosis comes first
Interventions become more targeted. Investment goes to the right places. Change is more likely to hold because it addresses what is actually driving the problem.
What the diagnostic is
The Leadership System Diagnostic is a structured 3--4 week assessment led by Kyle Davies, Chartered Occupational Psychologist. Through stakeholder conversations, leadership interviews, and optional observation, it maps the psychological, relational, and cultural patterns shaping how your leadership system actually functions -- and produces a written report with clear findings, root causes, and targeted recommendations.
This is not a survey, a 360, or a discovery call with a price tag. It is a professional assessment grounded in occupational psychology and the Energy-Flow approach, designed to understand the deeper patterns shaping leadership behaviour, culture, and performance under pressure.
The output is a concise, board-ready document that gives senior stakeholders a clearer view of what is happening, why it is happening, and where to focus next.
How it works
Every phase builds on the last -- from initial context through to a board-ready report and delivery session.
Phase 1 | Week 1
A structured conversation with the commissioning stakeholder -- typically the HR Director, CPO or L&D Lead, sometimes with a senior leader present. We clarify the presenting challenge, review any existing organisational information, and agree the scope of the diagnostic and leader sample.
This ensures the process is grounded in your actual situation, not a generic template applied from the outside.
Phase 2 | Weeks 1--2
Each conversation is confidential and designed to surface patterns across the leadership system. We explore role pressures, team dynamics, communication patterns, leadership assumptions, and how pressure is affecting behaviour and decision-making.
Nothing said is attributed to individuals in the report. The goal is not to profile people. It is to understand the system.
Phase 3 | Week 2 (Optional)
Where useful and logistically possible, observing a live leadership meeting adds another layer of insight. Interviews tell us how people experience the system. Observation shows the system in motion -- who speaks, who holds back, how challenge is handled, where trust is present, and what the emotional climate in the room actually feels like.
This layer catches patterns that even the most candid interview can miss.
Phase 4 | Weeks 3--4
All material is synthesised to identify patterns, trace root causes, and locate the highest-leverage intervention points. The resulting Leadership System Report is written in clear commercial language for senior leaders.
It is delivered in a 60-minute session with the commissioning stakeholder, creating a clear understanding of what is happening, why it matters, and what to do next.
The entire process is designed to create one clear picture -- not just a list of observations, but a coherent understanding of the system that tells you where and how to intervene.
What you receive
The report is typically 12--18 pages and is written to be used, not filed away. It is designed to give senior leaders a clear, credible, and practical picture of their leadership culture and the patterns driving it.
Most importantly, the report is useful whether or not you continue into a wider programme.
The Leadership System Report
Prepared by Kyle Davies, Chartered Occupational Psychologist (CPsychol, AFBPsS)
12--18 pages
Board-ready
Executive Summary
Three to five key findings stated plainly -- written for senior decision-makers.
Organisational Context
A synthesis of the pressures the organisation is navigating and the broader picture emerging from existing information.
The Leadership System -- Current State
Findings across key dimensions such as relational health, communication, psychological safety, pressure patterns, and culture gap.
Root Cause Analysis
What is driving the visible patterns beneath the surface -- including structural, relational, and psychological factors.
Leverage Points and Recommendations
Three to five prioritised recommendations, each with rationale and expected impact.
Proposed Next Steps
A short outline of what a follow-on engagement could focus on, where relevant, and the levels of support most likely to create change.
A note on the recommendations: they are written to be genuinely useful -- not as a disguised sales document. If the highest-leverage next step sits elsewhere, the report says so. That is part of what makes it credible.
Is this the right starting point?
It works best where there is genuine openness to honest findings -- and a real desire to address root causes, not just surface patterns.
A strong fit if your organisation:
Probably not the right fit if:
If you are unsure whether the diagnostic is the right starting point, the best next step is a short conversation.
Why this matters commercially
The biggest costs associated with leadership strain, burnout risk, and disengagement are often the hardest to see at first. They show up in hidden underperformance, avoidant management, slower decision-making, cultural drag, poor conversations, and people who are present but not functioning at their best.
£51bn
estimated annual cost of poor mental health to UK employers -- with presenteeism the largest component
Source: Deloitte
70%
of team engagement variance is attributable to the direct manager, making leadership quality one of the strongest drivers of culture and performance
Source: Gallup
29%
of organisations train line managers to support mental health -- leaving many organisations under-equipped to spot or address what is building
Source: CIPD 2025
These figures do not prove any one method. They do show that the problems this diagnostic is designed to address are real, current, and commercially significant.
What typically follows
For many organisations, the Leadership System Report becomes the foundation for a more targeted follow-on engagement.
The findings show where support is most needed, which parts of the system require attention first, and what kind of intervention is most likely to create meaningful change.
A common next step
The Inner Edge
A flexible multi-level programme for organisations that want healthier people, stronger leaders, and more resilient cultures. The diagnostic identifies where to focus. The Inner Edge is how the work gets done.
Explore The Inner Edge →For senior leaders
The Leadership Edge -- Executive Coaching
Individual coaching for founders, directors, and C-suite leaders. Depth psychology applied to leadership performance -- working at the root patterns, not just visible behaviours.
Learn More →Questions organisations often ask
How much does it cost?
Most diagnostics fall between £4,500 and £6,500, depending on the number of interviews, organisational complexity, and whether observation is included.
Who needs to be involved?
Usually the commissioning stakeholder, plus a sample of 4--8 leaders. In some cases, a senior team observation is also included.
Can it be delivered remotely?
Yes. The full process can be delivered remotely, with optional in-person elements where useful.
Is it confidential?
Yes. Individual interviews are confidential and findings are anonymised in the report. The report focuses on system patterns, not named individuals.
What happens after the report?
Some organisations use the report as a standalone diagnostic. Others use it as the basis for a follow-on programme, leadership coaching, or team development work.
Is this suitable for smaller organisations?
Yes, provided there is enough leadership structure and complexity for a system-level diagnostic to be useful.
Book a short exploratory call with Kyle to discuss what is happening in your organisation and whether the diagnostic is the right starting point.
In the call, we will explore:
Or get in touch directly: kyle@energyflowcoaching.com · 07780 604307
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