Enterprise Impact Score™ — Proprietary Framework
The EIS™ was built to answer a question traditional performance systems cannot: who in your organization is contributing more than their title shows — and what happens when they leave?
Most performance management tools — Lattice, Workday, 15Five — are sophisticated versions of the same question: did you hit your number? Did your manager rate you well? Did you complete your goals on time?
None of them capture the person whose relationships keep three accounts from churning. None of them see the person who onboards every new hire informally and cuts turnover by 30% without a title change. None of them measure the person who translated between two warring departments for two years — until they left and everything fell apart.
Connective Value
Measures how an individual functions as organizational infrastructure. This dimension captures the invisible work of cohesion — the people who hold teams together, prevent conflict from escalating, and ensure that information, energy, and trust move across the organization effectively.
High connective value is almost never reflected in performance reviews. It is almost always reflected in what happens after someone leaves.
Strategic Reach
Evaluates contribution that extends beyond an individual's formal role and documented responsibilities. This includes relationships that generate pipeline, influence that shapes decisions at levels above their title, and market visibility that positions the organization in conversations it wasn't invited into.
Strategic reach is the dimension most likely to be attributed to someone else — or to luck — when it goes unexamined.
Mission Alignment
Assesses how deeply an individual advances the organization's purpose in their day-to-day behavior — not just in formal goal-setting. This dimension identifies the people who embody and transmit culture, who mentor without being asked, and who define what the organization stands for from the inside out.
Mission-aligned contributors are often the last people an organization thinks to retain — until the culture they built quietly disappears.
01
Organizational Discovery
We begin with leadership interviews and informal network analysis — mapping influence, information flow, and relational infrastructure before a single formal assessment is administered. This ensures the diagnostic reflects how your organization actually functions, not how it appears on paper.
02
Multi-Dimensional Assessment
The EIS™ assessment deploys 27 judgment-eliciting dimensions across the three EIS pillars — designed to surface patterns of contribution that direct questioning consistently misses. The instrument takes 20 to 25 minutes per participant and is administered within the advisory engagement.
03
Board-Ready Brief
Findings are synthesized into a confidential strategic brief identifying invisible contributors, quantifying their organizational value, and providing specific recommendations for retention, recognition, and succession planning. Designed for use at the executive or board level.
Privacy Architecture
The EIS™ assessment does not store data externally. All responses remain within the engagement context only. The final brief is the sole record of the engagement. This architecture is intentional — the work involves sensitive decisions about real people, and discretion is not a policy. It is the product.
The full 27-question diagnostic is available directly. Enter the name of the person you are assessing, complete the three dimensions, and receive a scored EIS report with classification, dimension findings, and specific retention recommendations.
EIS engagements are conducted selectively. We work with organizations where leadership is ready to act on what they find.