THE LEADERSHIP OPERATING PROFILE
Build a Team Capable of Carrying Your Next Level
The right people in the right roles
so the business can grow beyond you
THE LEADERSHIP OPERATING PROFILE
The Wrong Hire Doesn't Just Cost You Money. It Costs You Your Best People.
See it coming - before you even interview them.
One wrong person can change the trajectory of your entire business.
They can disrupt a culture you spent years building.
They can burn out your best people.
They can create drama and friction that pulls your attention away from actually growing your company.
They can drive your rockstar employees out the door.
And sometimes, the wrong person doesn’t create obvious chaos at all.
They become the ceiling your business keeps hitting.
Your revenue stays around the same number year after year. You keep changing the marketing, adjusting the systems, hiring consultants, setting bigger goals…
But someone sitting in a critical seat simply can’t hold the level of responsibility, autonomy, pace, leadership, detail, or decision-making that the next version of your business requires.
And because everything eventually has to pass through that person, your business can only grow as far as they can.
Here's the scary part:
The wrong person isn’t always obviously bad at their job.
Sometimes they’re actually phenomenal at parts of it.
And that’s exactly why we miss it.
What if there were a way to get a window into how someone is naturally wired BEFORE you hired them?
Before the contract.
Before payroll.
Before onboarding.
Before they ever interacted with your clients.
Before you let them into the culture you’ve spent years building.
Before you even interviewed them.
There is.
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?
One wrong person can change the trajectory of your entire business.
They can disrupt a culture you spent years building.
They can burn out your best people.
They can create drama and friction that pulls your attention away from actually growing your company.
They can drive your rockstar employees out the door.
And sometimes, the wrong person doesn’t create obvious chaos at all.
They become the ceiling your business keeps hitting.
Your revenue stays around the same number year after year. You keep changing the marketing, adjusting the systems, hiring consultants, setting bigger goals…
But someone sitting in a critical seat simply can’t hold the level of responsibility, autonomy, pace, leadership, detail, or decision-making that the next version of your business requires.
And because everything eventually has to pass through that person, your business can only grow as far as they can.
Here's the scary part:
The wrong person isn’t always obviously bad at their job.
Sometimes they’re actually phenomenal at parts of it.
And that’s exactly why we miss it.
What if there were a way to get a window into how someone is naturally wired BEFORE you hired them?
Before the contract.
Before payroll.
Before onboarding.
Before they ever interacted with your clients.
Before you let them into the culture you’ve spent years building.
Before you even interviewed them.
There is.
The most expensive person on your team
Might actually be really good at their job
That’s the part no one talks about.
The wrong person isn’t always obviously “bad.”
They might be phenomenal with clients but make a shit ton of mistakes because details are not their strength.
They might be brilliant creatively but need so much reassurance and direction that you can never actually take the work off your plate.
They might be incredibly likable but can’t hold people accountable.
Or maybe they’re a great employee who is completely wrong for the seat you put them in.
You see the thing they’re phenomenal at, so you keep hoping they’ll eventually become the person you need them to be everywhere else.
And that can get incredibly expensive.
Because sometimes we’re not dealing with a bad person.
We’re dealing with a good person in the wrong role.
That’s exactly why every person who applies to work for one of my companies completes this assessment before we’ll even consider interviewing them.
Because interviews can be a total catfish experience.
Great answers. Great energy. Great resume. Great references.
You leave thinking: OMG. I found my person.
Three months later: Who the hell did I interview?
I don’t want to find out who someone is after I’ve already rearranged my business around them.
I’d rather have more information upfront.
I want to know where their natural strengths appear to align with the role.
Where I might see friction.
Where they may need more management.
Where I need stronger systems or checks and balances.
And whether I’m asking this person to operate in a way that’s fundamentally different from how they naturally work.
A yellow flag does not always mean I won’t hire someone. It means
I’m not blindsided by the yellow flag six months later.
I can hire with my eyes open.
And that has saved me an unbelievable amount of time, frustration, management, and wrong-seat hiring.
I literally use this
on Everyone
At this point, if you’re coming into my circle, there’s a pretty good chance I’m going to ask you to take this assessment.
And when I say everyone, I mean everyone.
Every employee. Every leadership candidate. Every virtual team member. My accountant. My bookkeeper. My video editor. Even the professional organizer who comes to my house every week.
Yep. She took it too.
If I’m going to depend on someone in my business, around my family, inside my home, or as part of something important I’m building, I want to understand how they’re naturally wired.
And yes, basically all of my friends have taken it too.
We’re those people.
But where this has become incredibly valuable is inside my businesses.
We won’t even consider interviewing someone until they’ve completed it.
That means my team doesn’t have to waste an hour interviewing someone when we can already see that their natural wiring appears fundamentally mismatched with what the role requires.
And because the assessment can be completed in someone’s primary language, I can use it with candidates and contractors around the world.
When I’m hiring for detail-heavy work, I want another window into how naturally detail-oriented someone appears to be.
When I’m hiring a video editor, I care about creativity and ingenuity.
When I need someone to take projects off my plate, I want to understand their level of autonomy.
When I’m hiring for sales, I want to understand whether the way they naturally operate appears aligned with what I’m going to ask them to do.
Different roles require different people.
That’s the entire point.
I use this with my
consulting clients too
I’ve also had my consulting clients complete the assessment, along with members of their teams.
Because when I’m helping someone scale a business, their numbers only tell me part of the story.
I need to understand the people responsible for producing those numbers.
Who on this team appears naturally suited for leadership?
Who might thrive in operations?
Who can be given an outcome and figure out how to get there?
Who needs more structure?
Who might be sitting in a role that fights against how they're naturally wired?
Who could be incredible if we moved them into a different role?
Where could two people naturally experience friction?
Where might we need stronger management, accountability, or systems?
And sometimes I discover something even more valuable:
The person you’re looking for
may already be sitting on your team.
Your next leader may already work for you.
Your future operations person may be doing something completely different right now.
The person you thought wasn't performing may be capable of so much more when they're placed in a position that actually fits how they naturally operate.
Scaling isn't always about adding more people.
Sometimes it's about finally understanding the people you already have.
Sometimes the wrong person doesn't create chaos. They create a ceiling.
This is one of the hardest problems for an owner to recognize.
Because nothing is necessarily on fire.
Your business is doing…fine.
But you can’t get it to the next level.
Revenue keeps hitting approximately the same number.
You’re still involved in decisions you shouldn’t be making anymore.
Delegation doesn’t really feel like delegation because you’re constantly checking everything.
Your best employees are carrying more than their share.
But sometimes your strategy isn’t the ceiling. Your people are.
You may have someone sitting in a critical role who simply doesn’t naturally operate at the level that role now requires.
And that doesn’t necessarily make them a bad employee.
Maybe your business outgrew the role they were originally hired to fill.
Maybe you promoted an amazing employee into a leadership position that doesn’t match how they’re naturally wired.
Maybe you’re expecting autonomy from someone who thrives with structure.
And you can spend YEARS trying to turn someone into a version of themselves that simply isn’t there.
The goal isn’t to change people.
The goal is to understand them well enough to put them where they have the best opportunity to thrive.
The people problem we keep calling something else
Most owners don’t wake up thinking:
“I have a behavioral alignment problem.”
We think:
Why do I have to explain this five times?
Why can't she just make the decision?
Why does he need me to approve everything?
Why does she keep missing these tiny details?
Why does this manager avoid hard conversations?
Why are these two constantly butting heads?
Why does this person need so much reassurance?
Why can't I delegate this without it coming right back to me?
Why is everyone exhausted?
Why did one of my BEST employees just quit?
And sometimes we make it personal.
Maybe I'm a bad leader.
Maybe I'm terrible at hiring.
Maybe nobody wants to work anymore.
Maybe I need another management book.
Maybe I need another personality test.
But sometimes you're simply trying to lead everyone the exact same way when they aren't wired the same way.
That's where understanding someone's natural operating style becomes incredibly powerful.
More than an Enneagram. More than a 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. the self-awareness tests too.
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.
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:
Complete the Assessment
You’ll receive access to the confidential online behavioral assessment I personally use. It takes approximately 15–20 minutes.
Receive Your Leadership
Operating Profile
You’ll receive a practical written profile designed to help you better understand:
• Communication + decision-making tendencies
• Autonomy + pace
• Structure + attention to detail
• Social tendencies + energy
• Logic + ingenuity
• Leadership strengths + potential blind spots.
Actually Use It
This is where it becomes powerful.
Make better hiring decisions, identify who could step into leadership, understand where delegation keeps breaking down, protect your best people, spot role misalignment before it becomes expensive, reduce friction between strong team members, and recognize when the person you need may already be sitting inside your business. It also gives you another way to see where someone may be overloaded, under-stimulated, or simply needs to be led differently so you can build a team that is actually capable of carrying the business with you.
The value isn’t in taking the assessment once.
It’s in having something you can come back to as people grow, roles change, and your business asks more of the team.
That is what makes it useful far beyond the first report.
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 hell of a lot more than your next hire.
Because when you get the right people into the right roles, 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.ot more than your next hire.
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 built teams capable of leading without me.
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 roles. 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 role 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.
It helps me decide who I actually want to spend my time interviewing and gives me additional context for the conversations I choose to have.
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.
I 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 In fact, you may discover that profiling the people you already have is even more valuable than profiling your next hire.
You may have an incredible person whose abilities simply aren’t being utilized in the role they’re currently in.
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.
Start With Yourself. For Free.
LIMITED-TIME FREE ACCESS FOR FOUNDERS + BUSINESS OWNERS
For a limited time, I’m giving founders, business owners, and entrepreneurs the opportunity to complete their own Leadership Operating Profile for free.
Normally $150. During this window, it’s $0.
I can tell you how useful this has been inside my companies, but honestly, I’d rather you experience it for yourself.
Take the assessment. Read your profile. See what feels obvious, what surprises you, and what makes you think, Well... that explains a lot.
Imagine finally seeing your own leadership style in a way you haven’t before.
Why some decisions come naturally to you. Why you delegate the way you do. Where your natural strengths are helping you grow the business and where the way you’re wired may be creating blind spots you haven’t seen yet.
You may finish your profile understanding yourself as a leader a little differently than you did 20 minutes earlier.
And that’s exactly why I want you to experience this for yourself first.
Choose how deep
you want to go
You don’t need the same level of support
as every other business owner
Dip Your Toes In
Individual Leadership
Operating Profile
Want to see how this works before going any further? Start with one profile for yourself, an employee, contractor, or candidate.
Includes:
One Leadership Operating Profile
Personalized written report
Leadership strengths
Communication preferences
Decision-making tendencies
Leadership blind spots
$150
One Time. One Profile
I'm Down to Two
TWO Leadership
Operating Profile
Staring at two people and thinking: Which direction do I go?
I’ll compare both profiles and walk you through what I see.
Includes:
Two Leadership Operating Profiles
Side-by-side comparison
Communication observations
Potential friction points
Role-alignment observations
Questions I would investigate further
Personalized comparison Loom from Dr. Elise
$597
One Time. Two Profiles
Go-All-In Membership
UNLIMITED Leadership
Operating Profile
Want to make this part of how your company hires, develops, and leads people? Get unlimited profiles for candidates, contractors, new hires, and your existing team.
Includes:
Unlimited Leadership Operating Profiles
Reports for new hires and current team members
Quarterly leadership reviews
Ongoing profile comparisons
Secure access to your reports
Save $1000 when you locked in for 1 year. Pay $1,999 for the full year instead of $3,000.
$250/mo
Monthly Subscription.
Unlimited Profiles
🚨DONT MISS THIS: For a limited time, you’ll also receive one-time access to the Leadership Team Analysis with Dr. Elise
(Valued at $1197).
Leadership Team Analysis With Dr. Elise
FIVE Leadership
Operating Profile
Already have a team and want to know what I see? I’ll analyze up to five profiles and give you my strategic read on your leadership team.
Includes:
Up to five Leadership Operating Profiles
Full team comparison
Leadership observations
Communication and friction analysis
Role-alignment observations
Delegation recommendations
Accountability recommendations
Potential underutilization observations
Leadership and operations potential
Current team gaps
Next-hire recommendations
Strategic action plan
Personalized Loom analysis directly from Dr. Elise
$1,197
One Time. Five Profiles
Choose how deep
you want to go
You don’t need the same level of support
as every other business owner
Dip Your Toes In
Individual Leadership
Operating Profile
Want to see how this works before going any further?
Start with one profile for yourself, an employee, contractor, or candidate.
$150
W 1 Person.
Dip Your Toes In
Individual Leadership
Operating Profile
Want to see how this works before going any further?
Start with one profile for yourself, an employee, contractor, or candidate.
Investment: $150
Dip Your Toes In
Individual Leadership
Operating Profile
Want to see how this works before going any further?
Start with one profile for yourself, an employee, contractor, or candidate.
Investment: $150
Dip Your Toes In
Individual Leadership
Operating Profile
INCLUDES:
One Leadership Operating Profile
Personalized written report
Leadership strengths
Communication preferences
Decision-making tendencies
Leadership blind spots
Investment: $150
Go-All-In Membership
Unlimited Leadership Profile
INCLUDES:
Unlimited Leadership Operating Profiles
Reports for new hires and current team member
Quarterly leadership reviews
Ongoing profile comparisons
Secure access to your reports
Investment: $250/month
One-year commitment.
30-day written cancellation notice.
Individual Loom reviews are not included in the ongoing membership.
Launch Bonus
Go-All-In Membership Launch Bonus Includes:
Up to five Leadership Operating Profiles
Ideally you + four key team members
Full team comparison
Leadership observations
Communication and friction analysis
Role-alignment observations
Delegation observations
Accountability observations
Identification of potentially underutilized talent
Areas where someone may need more or less responsibility
Potential leadership and operations candidates
Gaps I see in the current team
Recommendations for the type of person you may need to hire next
Customized strategic action plan
Personalized Loom analysis directly from Dr. Elise
Value: $1,197
Included when you choose the Go All In Membership by Monday, August 3, 2026.
Leadership Team Analysis With Dr. Elise
FIVE Leadership
Operating Profile
INCLUDES:
Up to five Leadership Operating Profiles
Full team comparison
Leadership observations
Communication and friction analysis
Role-alignment observations
Delegation recommendations
Accountability recommendations
Potential underutilization observations
Leadership and operations potential
Current team gaps
Next-hire recommendations
Strategic action plan
Personalized Loom analysis directly from Dr. Elise
Investment: $1,197
I'm Down To Two
Includes:
Two Leadership Operating Profiles
Side-by-side comparison
Communication observations
Potential friction points
Role-alignment observations
Questions I would investigate further
Personalized comparison Loom from Dr. Elise
Value: $597
I’M DOWN TO TWO
Two-Person Leadership Comparison
Sometimes you don’t need me to analyze the whole company.
You’re simply staring at two people thinking:
Which direction do I go?
Maybe they’re business partners and you want to understand how their natural operating styles interact.
Maybe they’re two leaders who keep butting heads.
Maybe they’re two key team members and something isn’t working.
Maybe you’re considering two people for a promotion.
Or maybe you’ve narrowed a job search down to your final two candidates, especially for a significant leadership position, and you want another layer of information before making the final decision.
This option lets me look at both profiles side-by-side and walk you through what I see.
Not:
“Person A is good and Person B is bad.”
That’s not how people work.
I want to show you:
Where they’re different.
Where each person may naturally shine.
Where each may need support.
How they may interact with others.
Potential friction points.
What questions I would ask next.
And how each person’s natural tendencies appear to line up with what you’re actually asking the role or relationship to carry.
For hiring decisions, use this alongside your interviews, references, work samples, experience, and the actual performance requirements of the role.
PERFECT FOR:
Final two candidates for an important hire
Two potential leadership candidates
Two business partners
Leader + employee
Two employees experiencing recurring friction
Two people you’re considering for a larger role
WHY THIS IS
So Important To Me
This is not just a hiring tool for me.
It is one of the reasons I have true freedom as a business owner.
And I don’t mean the version of freedom where you say you “work from anywhere” but you’re still carrying your laptop through every vacation.
I don’t want a laptop lifestyle.
I don’t want to be sitting by the pool answering Slack messages.
I don’t want to take my kids somewhere beautiful and spend half the day checking in on the business.
I don’t want to technically be “off” while my brain is still at work.
I wanted actual freedom.
The kind where I can be completely present with my kids.
The kind where I can take an entire summer and essentially act retired if I want to.
The kind where my leadership team gets to lead.
Where they take pride in what they own.
Where they grow into bigger roles.
Where they make decisions.
Where the businesses continue to grow without me needing to be the person pushing every lever.
And the businesses still produce healthy profits.
That’s the part that matters to me.
Because I see a version of entrepreneurship all the time where someone builds a successful business, removes themselves as the provider or operator, and then suddenly realizes the original business doesn’t really pay them the way it used to.
So they have to build something else.
A personal brand.
Coaching.
Real estate.
Another company.
Another income stream.
Another thing that now needs their attention.
And sometimes the business they’re publicly teaching people how to build isn’t actually the thing creating their personal income anymore.
I never wanted freedom from one job just to accidentally build myself another one.
I wanted the businesses I already built to continue supporting the people who work inside them AND continue supporting me.
At the same level they did when I was deeply involved in operations.
Ideally, at an even higher level.
And that’s what I’ve been able to create.
My teams run the businesses.
My leaders get to lead.
The companies continue to grow.
Our team members continue to have careers, income, opportunity, and leadership paths inside those companies.
And I get to be present for my life.
And I get to be present for my life.
I don’t need to be the provider in the offices anymore.
I don’t need to manufacture a new business every time I want to increase my income.
I don’t need to sit behind a laptop all day to maintain what I’ve built.
And I don’t need every decision flowing through me for the businesses to keep producing.
That is what freedom means to me.
Not doing nothing.
Not disappearing forever.
Not becoming disconnected from businesses I care about.
It means having the OPTION.
I can step in because I want to.
I can teach.
I can create.
I can strategize.
I can look at the numbers.
I can support my leaders.
And then I can go live my life.
That optionality is everything.
And you cannot build that kind of business if every person on your team still needs you to think for them.
You cannot build it if you’re constantly replacing people.
You cannot build it if your strongest employees are burning out.
You cannot build it if you’re holding onto people because you feel guilty.
You cannot build it if your leadership team doesn’t actually have the capacity to lead.
And you definitely cannot build it if the entire company still depends on you being the smartest, fastest, most capable person in every room.
For me, understanding how people naturally operate has been one of the tools that helped me stop guessing.
It helped me make better hiring decisions.
It helped me understand who could take on more.
Who needed different support.
Who should lead.
Who probably shouldn’t.
Where I needed systems.
Where I needed another person.
And where I needed to get out of the way.
And that is ultimately why I’m sharing this.
Because if what you want is true freedom as an owner, not just another version of self-employment with a better title, then eventually your business has to be able to grow without requiring your constant presence.
That’s the life this helped me build.
And I’d like to help more owners build it too.
Why this is so important to me.
This is not just a hiring tool for me.
It is one of the reasons I have true freedom as a business owner.
And I don’t mean the version of freedom where you say you “work from anywhere” but you’re still carrying your laptop through every vacation.
I don’t want a laptop lifestyle. I don’t want to take my kids somewhere beautiful and spend half the day checking in on the business. I don’t want to technically be “off” while my brain is still at work.
I wanted actual freedom.
The kind where I can be completely present with my kids.
Where my leadership team gets to lead. Where they take pride in what they own. Where they make decisions. Where the businesses continue to grow without me pushing every lever.
And the businesses still produce healthy profits.
That’s the part that matters to me.
Because I never wanted freedom from one job just to accidentally build myself another one.
I wanted the businesses I already built to continue supporting the people who work inside them AND continue supporting me.
And that’s what I’ve been able to create. My teams run the businesses.
My leaders get to lead. The companies continue to grow. And I get to be present for my life.
That is what freedom means to me.
Not doing nothing. Not disappearing forever. It means having the OPTION.
I can step in because I want to. I can teach. I can create. I can strategize. I can support my leaders.
And then I can go live my life.
That optionality is everything.
But you cannot build that kind of business if every person on your team still needs you to think for them. You cannot build it if you’re constantly replacing people. You cannot build it if your strongest employees are burning out. And you cannot build it if your leadership team doesn’t actually have the capacity to lead.
For me, understanding how people naturally operate has been one of the tools that helped me stop guessing. It helped me understand who could take on more. Who needed different support. Who should lead.
Who probably shouldn’t. Where I needed systems. Where I needed another person. And where I needed to get out of the way.
If what you want is true freedom as an owner, eventually your business has to be able to grow without requiring your constant presence.
That’s the life this helped me build.
And I’d like to help more owners build it too.
Frequently asked questions
Is this only for hiring?
Not even close.
Hiring is one of my favorite ways to use it because I want the information before I interview someone.
But I also use profiles for existing employees, leadership development, role alignment, delegation, team restructuring, consulting, communication, and understanding how different people work together.
And clearly I take it even further because I’ve used it with people who work inside my home too.
If I’m depending on someone, I’m interested in understanding how they’re wired
Does this tell me whether someone is a good or bad person?
No.
And that’s not the point.
Someone can be phenomenal in one role and miserable in another.
We’re looking for understanding, alignment, potential friction, and information you can use to make a better decision.
Will this guarantee I never make a bad hire?
No.
Nothing can guarantee that, and I’d be suspicious of anything that claimed it could.
Think of this as another layer of information alongside interviews, references, work samples, experience, performance, and your own judgment.
Does this replace an interview?
Absolutely not.
I use it BEFORE the interview.
It helps me decide who I actually want to spend my time interviewing and gives me additional context for the conversations I choose to have.
Can I use this with virtual or international candidates?
Yes.
I personally use the assessment with candidates and contractors from other countries as part of my hiring process..
Can I use this on my current employees?
YES.
In fact, you may discover that profiling the people you already have is even more valuable than profiling your next hire.
You may have an incredible person whose abilities simply aren’t being utilized in the role they’re currently in.
Can this tell me if someone is burned out or about to quit?
It cannot diagnose burnout, predict a resignation, or diagnose any mental-health condition.
What it can do is help us identify where someone’s natural operating tendencies may be misaligned with what their current role is asking them to do.
When I combine that with what you tell me about their responsibilities, performance, workload, management structure, and what’s currently happening inside the company, I can point out areas where I would start asking harder questions.
Is someone underutilized?
Overmanaged?
Carrying responsibilities that constantly fight how they naturally operate?
Bored?
Missing the autonomy they need?
Being asked to maintain a pace that doesn’t fit them?
Those are things I’d rather investigate before a great employee hands you a resignation letter.
How long does the assessment take?
Approximately 15–20 minutes.
Is the information confidential?
Yes.
Assessment information is used to deliver the Leadership Operating Profile and the services included in the package selected.
You can keep finding out who you hired after you hire them.
Or you can give yourself another layer of information before you make the decision.
Before payroll. Before they meet your clients. Before your best employees have to work beside them. Before you promote them.
Before you hand them leadership.
And sometimes...
before you ever interview them.
