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THE LEADERSHIP OPERATING PROFILE

The Wrong Hire Can Destroy Your Business, Drive Away Your Best Employees, and Cost You Thousands.

What If You Could Spot Them Before You Even Interview Them?

MORE THAN AN ENNEAGRAM. MORE THAN A LOVE LANGUAGE.

I’ve taken the self-awareness tests too.

Enneagram.

CliftonStrengths, formerly StrengthsFinder.

Myers-Briggs.

DISC.

Working Genius.

Kolbe A.

Love Languages.

They’re fun. Some are incredibly useful for creating conversations and learning more about yourself.

This is different.

The Leadership Operating Profile is built from a workplace behavioral assessment designed specifically around how people naturally operate in a work environment.

It looks at seven dimensions related to how someone approaches their work, including areas such as autonomy, social ability, pace, conformity, energy, logic, and ingenuity.

It doesn’t measure intelligence.

It doesn’t diagnose mental health.

And it isn’t a crystal ball.

I would never tell you that one profile can guarantee whether someone will succeed or fail.

What it gives you is behavioral data and another layer of information you didn’t have before.

And when I’m deciding whether I’m going to give someone access to my business, my clients, my financial information, my records, my home, or my children?

I’ll take every useful layer of information I can get.

INTRODUCING THE LEADERSHIP OPERATING PROFILE

A resume tells you what someone has done.

An interview tells you how they present themselves.

References tell you what someone else is willing to say about them.

The Leadership Operating Profile gives you another window into how they’re naturally wired to operate.

Here’s how it works:

STEP 1

Complete the Assessment

You’ll receive access to the confidential online behavioral assessment I personally use.

It takes approximately 15–20 minutes.

STEP 2

Receive Your Leadership Operating Profile

You’ll receive a practical written profile designed to help you better understand areas such as:

• Communication tendencies

• Decision-making tendencies

• Autonomy

• Pace

• Attention to structure and detail

• Social tendencies

• Energy

• Logic

• Ingenuity

• Leadership strengths

• Potential blind spots

STEP 3

Actually Use It

This is where it becomes powerful.

Use it before interviews to save yourself an unbelievable amount of time in the interview process.

If 150 people apply for your Indeed posting, I don’t necessarily want you interviewing 25 of them to figure out who might fit.

I want you gathering better information before your calendar ever becomes involved.

  • Use it before interviews.

  • Use it when hiring.

  • Use it with existing employees.

  • Use it before promotions.

  • Use it when two great people keep talking past each other.

  • Use it when you’re restructuring your company.

  • Use it when you’re deciding who could step into leadership.

  • Use it when you’re trying to figure out who could actually run operations.

  • Use it when you’re trying to get yourself out of the weeds.

  • Use it when you can’t figure out why a good employee isn’t succeeding in a particular seat.

  • Use it when you’re trying to determine whether you need another hire at all, or whether the person you need is already on your payroll.

This isn’t about putting people into boxes.

It’s about finally having more information about the people you’re trusting to help build your business.

WHAT COULD THIS ACTUALLY CHANGE IN YOUR BUSINESS?

Potentially? A heck of a lot more than just your next hire.

Because when you get the right people into the right seats, this stops being a hiring conversation.

It becomes a conversation about scale, optionality, freedom, and what your life as the owner could actually look like.

TRUE OPTIONALITY AS THE OWNER

This is the piece I care about most.

I don’t want to build businesses that own me.

I want the option to be there because I WANT to be there, not because everything falls apart if I disappear.

I’ve been able to take essentially an entire summer off and act like I’m retired.

I’m not checking into my businesses every eight minutes.

I’m not sitting inside every meeting.

I’m not the person everyone has to ask before a decision gets made.

I’m not required for the companies to continue operating.

And that didn’t happen because I magically became better at delegation.

It happened because I got the right people into the right seats and built leadership around them.

This tool has been one of the things I’ve used to help me do that.

If true freedom is what you want from entrepreneurship, your business eventually has to be able to function without your brain sitting inside every decision.

That requires the right people.

FINALLY SCALE PAST YOURSELF

You can only scale as far as the people carrying the business with you can hold.

At some point, your personal hustle stops being the answer.

You cannot work enough hours to compensate for the wrong leadership team.

You cannot personally approve every decision and call that scale.

You cannot be the operations department, culture keeper, closer, trainer, problem solver, and CEO forever and expect your business to grow exponentially.

Real scale requires people

who can hold bigger seats.

The right operator.

The right leader.

The right salesperson.

The right detail person.

The right creative.

The right second-in-command.

The person who can take an entire outcome off your plate instead of simply taking tasks from you.

Understanding how your people naturally operate can help you decide who may be capable of growing with the company and where you may need different talent as the company changes..

MAKE CEO DECISIONS INSTEAD OF EMOTIONAL ONES

This one might hurt a little.

Business owners get emotionally attached to people.

Especially small business owners.

You know their spouse.

You’ve watched their kids grow up.

They’ve been with you forever.

They helped you during a hard season.

You feel loyal to them.

Maybe you’re a recovering people pleaser like a lot of us are.

And suddenly you’re making decisions about the future of a multimillion-dollar business based on feelings.

On the opposite end, sometimes someone has been with you so long that they’ve learned exactly how far they can push you.

They know you’ll cave.

They know you’ll take the work back.

They know you’ll avoid the hard conversation.

And before you realize it, your employee is essentially managing you.

That’s not leadership.

And it’s definitely not freedom.

The Leadership Operating Profile gives you behavioral data to put beside the emotions.

Not instead of your judgment.

Not instead of performance.

Not instead of conversations.

But beside them.

So instead of:

“But she’s been with me seven years…”

you can ask:

Is this actually the person who can hold the seat my company needs three years from now?

That’s a CEO question.

GET OFF THE NEVER-ENDING HIRING HAMSTER WHEEL

Hire.

Train.

Get excited.

Something doesn’t work.

Try harder.

Have the same conversation five times.

Get frustrated.

They quit.

Or you finally let them go.

Post the job again.

Interview another 30 people.

Start training all over again.

Repeat.

That revolving door is expensive.

It’s exhausting for you.

It’s exhausting for your team.

And, if we’re being completely transparent, after enough turnover it can start to look like the problem is leadership.

People start wondering:

Why does nobody stay there?

Sometimes the answer IS leadership.

We should always be willing to look at ourselves.

But sometimes the bigger issue is that we keep hiring people whose natural wiring doesn’t fit the roles we’re putting them into and then acting shocked when it doesn’t work.

I’d rather know more before I start the relationship.

PROTECT YOUR BEST PEOPLE

One wrong person can cost you someone you NEVER wanted to lose.

That’s what scares me more than the cost of replacing the wrong hire.

You can replace the wrong hire.

But what if your highest performer finally gets sick of carrying their weight?

What if your best leader gets exhausted from managing unnecessary drama?

What if your most loyal employee stops loving their job because one person changed the entire culture?

What if three good employees leave before you finally realize who the common denominator was?

The cost of the wrong person isn’t always the person themselves.

Sometimes it’s everyone around them.

STOP GETTING CATFISHED IN INTERVIEWS

A polished 45-minute conversation is not the same thing as working beside someone for 45 hours a week.

Great answer.

Great outfit.

Great energy.

Great resume.

Great references.

You leave thinking:

OMG. I found my person.

Three months later:

Who the hell did I interview?

Interview catfishing is real.

This gives you another layer of information before you commit your time to the interview, much less your payroll to the person.

FIND THE PEOPLE YOU ALREADY HAVE

Sometimes the solution isn’t another job posting.

Your next leader might already work for you.

Your future operations person may be sitting in a completely different role.

Someone you thought wasn’t ambitious enough may simply be bored.

Someone you’ve loaded with responsibility may be operating in a role that constantly pushes against their natural tendencies.

Someone may need significantly more responsibility.

Someone else may need a narrower lane.

You may have incredible talent you’re simply not optimizing.

SEE WHERE SOMEONE MAY BE HEADING TOWARD OVERLOAD OR UNDER-STIMULATION

This isn’t a mental-health or burnout diagnostic tool.

But when I look at someone’s natural operating profile alongside what you’re currently asking them to carry, I can often identify places where I would start asking better questions.

Is this person carrying a role that constantly fights how they naturally operate?

Are they likely being overmanaged?

Are they underutilized?

Do they need more responsibility?

Are we expecting an unsustainable pace from them?

Is a highly capable person bored out of their mind?

Is someone constantly compensating for a mismatch somewhere else on the team?

Those are conversations I want happening before the resignation letter shows up.

LEAD DIFFERENT PEOPLE DIFFERENTLY

Some people need freedom.

Some need structure.

Some want every detail.

Some want the destination and room to figure out the route.

Some people want to brainstorm with you.

Others would rather you tell them the desired outcome and get out of their way.

Leading everyone exactly the same isn’t fair leadership.

Understanding the person allows you to adapt the way you lead them.

SEE THE YELLOW FLAGS BEFORE YOU’RE DISAPPOINTED BY THEM

A yellow flag does not always mean:

Don’t hire this person.

Sometimes it means:

Hire them AND put a system around this.

Hire them AND make sure their manager understands this.

Hire them BUT don’t put them in charge of that.

Hire them AND build checks and balances around an area where errors could become expensive.

That’s a completely different way to build a team.

CHOOSE HOW DEEP YOU WANT TO GO

You don’t need the same level of support as every other business owner.

Maybe you’re curious and want to test this on yourself first.

Maybe you’re reading this thinking:

Nope. I want exactly what Dr. Elise does. Give me unlimited access and let me run every person through this.

Maybe you already have a team and want me personally looking under the hood.

Or maybe you’re down to two people and just need another set of eyes before you make a decision.

Choose where you are.

DIP YOUR TOES IN

Individual Leadership Operating Profile

Think of this as the pay-per-visit option.

You don’t need to commit to anything bigger.

Pay for one assessment.

Do yours first.

Run it on your lead team member.

Use it on one candidate you’re seriously considering.

Or just test this whole thing out and see whether it gives you the kind of information I’m talking about.

This is exactly where I’d start if you’re thinking:

“Okay, Elise. I’m intrigued. Let me see this thing work.”

Perfect if you want to:

  • Understand yourself as a leader

  • Run one profile on a key employee

  • Gain another layer of insight into one candidate

  • Assess a contractor or virtual team member

  • See how accurate/useful the process feels before expanding it

  • Dip your toes in without making a larger commitment

Includes:

  • One Leadership Operating Profile

  • Personalized written report

  • Leadership strengths

  • Communication preferences

  • Decision-making tendencies

  • Leadership blind spots

Investment: $150

GO ALL IN

Unlimited Leadership Profile Membership

This is for the person thinking:

Just tell me what you do, Dr. Elise. I want that.

You want to use this on everybody.

Every candidate.

Every contractor.

Every new hire.

Every current employee you’re considering moving into a bigger role.

You post a position on Indeed and 150 people apply?

Great.

You don’t want to blindly start interviewing all of them.

You want the ability to integrate this into your hiring process and get profiles completed before you’re wasting hours of your life interviewing people who never should have made it that far.

This is essentially how I use it.

I don’t want to ration assessments.

I want access.

I want to be able to use the tool whenever someone new comes into my business or someone’s responsibilities change.

Perfect if you want to:

  • Use Leadership Operating Profiles for every new hire

  • Run profiles before investing time in interviews

  • Assess applicants at scale

  • Use it with virtual and international candidates

  • Use it with contractors

  • Better understand existing employees as responsibilities evolve

  • Support ongoing leadership development

  • Compare people as roles and teams change

  • Make this part of the way your company hires from now on

Includes:

  • Unlimited Leadership Operating Profiles

  • Reports for new hires and current team members

  • Quarterly leadership reviews

  • Ongoing profile comparisons

  • Secure access to your reports

Investment: $250/month