Jordan Avery
VP of Operations · Executive readiness review · LEPA 185-item · Paired with DISC
An executive whose internal drivers and thinking are already at the next level, with execution-side competencies as the deliberate unlock for full readiness.
Jordan's Executive Performance Index (EPI) of 84 places them in the Ready-with-Development band, clearly performing above current scope, with two or three targeted moves separating them from a confident promotion case.
The Core Motivators engine (86) is the strongest signal: Purpose, Achievement, and Influence are stacked together, which is an unusually high-leverage motivational profile for executive roles where energy must outlast the news cycle. Learning and Innovation reinforce a leader who will not stall once mastery is reached.
Leadership Thinking (82) shows strong systems and future-direction muscle, with Self-Awareness and Empathy & People Judgment as quiet superpowers. Decision Confidence is the one place where speed lags judgment quality, Jordan often has the answer earlier than they are willing to say it.
Executive Competencies (83) is the broadest engine, and the pattern is consistent with the Thinking profile: Strategic Thinking, Communication, EQ, and Integrity are at executive-ready levels; Delegation, Conflict Resolution, and Coaching & Developing Others are the three competencies that, if moved by 10 points, would push the EPI past 90.
Recommendation: keep Jordan in their current scope for 6, 9 months with a deliberate development plan focused on delegation, structured coaching cadence, and earlier decision commitment. Re-assess at the end of that window for the next executive move.
Dimension breakdown
Executive Performance Index
84%Weighted roll-up of all four engines, including Executive Presence™,. 84 = Ready-with-Development, performing above current scope with a clear, focused path to full executive readiness.
Core Motivators
86%Purpose, Achievement, and Influence stacked together, an unusually durable executive motivational profile. Learning and Innovation reinforce long-arc growth.
Leadership Thinking
82%Strong systems thinking, future direction, self-awareness, and empathy. Decision confidence is the single point of friction, judgment is faster than commitment.
Executive Competencies
83%Strategic Thinking, Communication, EQ, and Integrity at executive-ready. Delegation, Conflict Resolution, and Coaching & Developing Others are the highest-leverage development edges.
Strengths to leverage
- +Motivational profile is unusually durable, Purpose + Achievement + Influence sustains effort through long executive cycles.
- +Systems thinking and future direction give Jordan range beyond the immediate operating quarter.
- +Self-awareness and empathy create unusually high trust signal across levels, raters describe them as 'safe to disagree with.'
- +Strategic communication and integrity are already at executive-ready levels; Jordan does not have a credibility problem to fix.
- +Stress management and adaptability scores show a leader who does not lose access to their best thinking under pressure.
Growth edges
- →Decision confidence, convert internal certainty into earlier, clearer commitments so the team is not waiting on Jordan to bless the obvious.
- →Delegation, move from delegating tasks to delegating outcomes with decision rights attached.
- →Coaching & developing others, turn informal mentoring into a scheduled, visible cadence with each direct report.
- →Conflict resolution, initiate hard conversations earlier; current pattern leans toward absorbing friction privately before naming it.
Coaching questions
- Question 1Which executive decision this quarter could you have committed to 30 days earlier without new information?
- Question 2Where is your motivator stack, Purpose, Achievement, Influence, being underused by your current scope?
- Question 3Which direct report would already be ready for more if you delegated outcomes instead of tasks?
- Question 4What single competency, lifted ten points, would make the next promotion case unarguable?
Recommended action plan
- • For each major decision, log the moment certainty arrived and the moment you committed publicly. Close the gap.
- • Run one weekly 'decisions made / decisions pending' review with your direct team.
- • Identify two outcomes currently on Jordan's plate that could move to direct reports with full decision rights.
- • Hand them over with written success criteria, then resist re-entering the decision.
- • Schedule monthly 30-minute growth conversations with each direct report, separate from operating reviews.
- • End the quarter with one named, measurable development win per direct report; use the evidence in the next executive readiness review.