What could
derail this leader?

This report names patterns that, under pressure, can quietly limit the influence of otherwise high-performing leaders. It is not a diagnosis, a personality label, or a statement about character. It is a structured awareness tool, built for senior leaders who would rather see a risk early than be told about it after the fact.

Jordan Avery, your Overall Derailer Risk Index™ is 147 out of 250, which places you in the Moderate Derailer Risk band. Manageable risk with two or three patterns to watch. The top three patterns to watch are Burnout & Sustainability Risk, Impulsiveness, Emotional Reactivity. The areas already protecting your influence are Low Accountability, Conflict Avoidance, Inconsistency. This report names the specific behaviors most likely to cost you reputation, retention, or trust if unaddressed, and the moves that interrupt them.

Each category is scored on a 5 to 25 scale. Higher scores indicate greater derailer risk. The dashed line marks the threshold where a category enters elevated risk territory (16+).

The crimson polygon shows the risk footprint across all ten categories. The emerald shield shows where you are already protected (the inverse). Your Top 3 risks are emphasized in red around the perimeter; the dashed ring marks the Elevated Risk threshold (16/25).

1. 1Burnout & Sustainability Risk: Burnout is a leadership risk, not a personal one. Decisions get sharper, judgment narrows, and the team absorbs your depleted bandwidth as the new normal.
2. 2Impulsiveness: Impulsive moves create downstream cleanup that drains the team. The pattern reads as energy at first and as chaos a quarter later.
3. 3Emotional Reactivity: Emotional reactivity is the single most cited reason high performers fail in senior roles. One reactive moment in a 1:1 costs trust that takes months to rebuild.

1. 1Low Accountability: You own results when they are difficult, which sets the standard everyone else takes their cue from.
2. 2Conflict Avoidance: You address hard issues in time, which prevents the slow drag of unresolved tension and models candor for the team.
3. 3Inconsistency: You hold consistent expectations and follow through, which lets the team execute instead of guessing the new signal.

Under pressure, the patterns most likely to surface in your profile are Burnout & Sustainability Risk, Impulsiveness, Emotional Reactivity. These are the behaviors that strengthen, not soften, when load increases. Tracking the moment they appear, naming them in real time, and building a single replacement behavior is the most reliable way to interrupt the pattern before it lands in a meeting where the cost is high.

On the team, your top patterns most often show up as reduced candor, slower decisions, and the quiet hedging that happens when people are uncertain how you will respond. People rarely tell their leader what these behaviors cost; they simply route around them. The work is to make the change visible enough that the team updates its read on you.

• Burnout & Sustainability Risk: Coach toward sustainable cadence. Two non-negotiable recovery rhythms per week, calendar-blocked, with one accountability partner.
• Impulsiveness: Coach toward the pre-mortem. Before any major commitment, name the three ways it could fail and what you would do if each happened.
• Emotional Reactivity: Coach toward composure rituals. Pre-meeting reset, between-meeting decompression, and a debrief habit after any heated exchange.