Leadership development for HR and People leaders
LeadThru knows what matters most to each employee and to the leader having the conversation. It shows where friction is likely to show up, and gives the leader a next move that fits both of them.
More than 500,000 data points. 10 years of research. 83 values.
What are your managers leading through? Pick one.
Jordan values
You value
The new process takes away Jordan's say in how work gets scoped. It can land as a loss of control, not a process change.
Ask
"Which parts of how you plan today would you most want to keep?"
Avoid
"This is just how we're doing it now."
Your next move, in your voice
Your drive for results can make this feel rushed to Jordan. Lead with Accountability instead: show exactly what the new process is meant to fix, then let Jordan pilot it on one project.
Yourmanagersdon'tneedmoreleadershipcontent.Theyneedhelpwiththeconversationinfrontofthem.
Training shows up too early. Surveys show up too late. LeadThru shows up in the moment.
Someday
Leadership training
Prepares managers for situations they might face, away from the work.
Right now
LeadThru
Develops managers through the situation they're facing, with this person, on this team.
After the fact
Engagement surveys
Show patterns across the organization once the problem has already surfaced.
Someday
Leadership training
Prepares managers for situations they might face, away from the work.
Right now
LeadThru
Develops managers through the situation they're facing, with this person, on this team.
After the fact
Engagement surveys
Show patterns across the organization once the problem has already surfaced.
Based on values, not behavior
Behavior tells you what already happened. Values tell you what's coming.
Engagement tools track what people do, so they report a problem once it's visible. LeadThru starts with what people value, which stays remarkably stable over time. That difference is what gives a manager time to act.
0+
data points behind the assessment
0
years of research
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values in the LeadThru taxonomy
Values hold steady.
Measure them once and the insight holds for years. You aren't waiting on next quarter's survey.
Behavior shows up late.
By the time activity drops, the person has already started to pull away. Tools that watch behavior can only report it.
The collision is visible early.
When a new priority meets what someone values, LeadThru sees where they'll pull against each other before anyone feels it.
Same situation. Two ways of seeing it.
Illustrative exampleWhat a behavior-based tool sees
Activity looks normal. Nothing to flag.
What LeadThru sees
A new planning process is coming. It collides with Jordan's top values, Freedom and Competence. Likely barrier: The Plan.
How LeadThru works
Not another score. A clear next move.
Know both people
Employees and leaders each take an assessment of about 10 minutes that identifies what matters most to them. It becomes the foundation every insight builds on.
See the barrier
When priorities shift, LeadThru flags where connection, engagement, or performance may break down, and places it on the Belief Map.
LeadThru it
The leader gets coaching for that exact moment, built from what matters to both of them: what may be in the way, what to ask, what to avoid saying, and what to do next.
Every conversation has two people in it.
LeadThru looks at what matters most to the employee and to the leader. The guidance meets the employee where they are and sounds like the leader, so the conversation feels real instead of scripted. Using what matters to both people gives the leader more influence over how it turns out.
You, the leader
Results-oriented
Accountability
Teamwork
Learning
Jordan
Freedom
Competence
Personal Growth
Creativity
Start where you overlap
You both rank Integrity near the top. Open by being straight about why the planning process is changing.
Speak to what Jordan needs
Jordan values Freedom. Ask Jordan to shape how the new process gets piloted.
Watch your own pull
You're Results-oriented. Pushing for speed here will read as control to Jordan, so slow the first conversation down.
Illustrative example
The Belief Map
Every barrier has an address.
When someone pulls back, it almost always traces to one of four places. Knowing which one tells a manager where to start. Pick one to see what it sounds like.
The Plan
Do they know where we're going, what's expected, and how their work fits?
When this is the barrier, you might hear
"I don't know what we're doing or why."
A place to start
"What would make the direction clearer for you?"
Leadershipdevelopmentthathappenswhileleadershipishappening.
Connect.
Managers understand what drives each person and lead them accordingly.
Engage.
Friction gets handled while it's still a conversation, before it shows up in a survey or an exit interview.
Perform.
People see how their work connects to what the organization needs from them, and commit to it.
Help shape how managers get developed.
We're inviting a small group of HR and People leaders to put LeadThru in their managers' hands first, work directly with our team, and shape what gets built next.
Start with yourself.
Take the LeadThru Values Assessment free. In about 10 minutes you'll see what matters most to you, and the kind of insight your managers would get about their teams.
Take the free assessmentQuestions HR leaders ask us
How long does the assessment take?
About 10 minutes. Each person takes it once, and their results stay useful for years because what matters most to people is remarkably stable.
How do managers get the guidance?
Inside LeadThru. A manager describes the situation they're facing, and LeadThru shows the likely barrier for each person, what to ask, what to avoid saying, and a next move.
What does a founding partner commit to?
We're working with a small group of companies during the beta. Partners put LeadThru in their managers' hands, work directly with our team, and tell us what's working and what isn't. Features will keep evolving throughout the beta based on what partners need.
Does LeadThru look at the leader too?
Yes. Leaders take the same assessment. LeadThru uses what matters most to both people, so the guidance fits the employee and sounds like the leader who has to deliver it. It also flags where a leader's own priorities could work against them in a given conversation.
If what people value doesn't change, how can LeadThru see a problem coming?
The person stays steady. What changes is what the organization asks of them. LeadThru looks at where a new priority, goal, or change meets what matters to someone, and flags where the two are likely to pull against each other.
How is this different from an engagement survey?
Surveys show patterns across a workforce after they form. LeadThru helps the manager closest to one person see a problem early and know what to do next.
Is LeadThru monitoring employees?
No. It doesn't track activity. It works from the assessment and what the organization is asking of people, and gives managers guidance for the conversation.
Every leader has something to LeadThru.
Give your managers the insight to see it coming and the guidance to handle it well.
Apply for founding partner access