The audit methodology, productised.
The Duplication Scorecard is the self-serve counterpart to the Field Activation Audit. Where the audit is a consultant-delivered executive diagnostic, the scorecard packages the same four-system framework into an interactive assessment a field leader can complete alone, and walk away from with a scored profile of their organisation's growth systems.
Duplication isn't a buzzword. It's whether your model survives contact with an average person.
Leaders feel the problem long before they can name it.
Most field leaders know something is wrong, recruiting feels harder, new people fade faster, momentum depends on the same few performers. What they lack is a structured way to convert that feeling into a specific finding. An executive audit answers the question, but it requires a consulting engagement to access.
The scorecard closes that gap: a low-friction instrument that gives any leader the diagnostic's core insight, which of the four systems is leaking, without a consultant in the room.
Framework to funnel, end to end.
I designed the assessment framework and question set, built the scoring model, and delivered the whole experience as a live funnel, landing page, assessment, results and follow-up, including the automation workflows that route completed assessments into the consulting pipeline.
Ten minutes from feeling to finding.
- Assess Structured questions The leader answers focused questions across the four system categories, duplication, onboarding, prospecting and momentum.
- Score System profile Responses are scored per category, producing a profile of strengths and breakdown points rather than a single number.
- Interpret Findings & priorities The results explain what each score means in behavioural terms and which system to address first.
- Act Next-step pathway Automated follow-up routes the leader toward the right depth of help, from self-directed fixes to a full diagnostic engagement.
Top of funnel, built from the methodology itself.
The scorecard serves as the discovery layer of the consulting practice: it starts diagnostic conversations at scale, qualifies them by scored need rather than by pitch, and hands both sides a shared vocabulary before a single meeting happens.
It also proved a design principle that carried into everything after it: a good diagnostic doesn't just measure a problem, it teaches the person taking it how to think about the problem, which is the beginning of change. And its data model was designed to feed the Duply platform, so a leader's scorecard profile can inform the coaching their organisation later receives.
What building it taught me.
- Self-serve diagnostics trade depth for reach, deliberately. The scorecard doesn't replace the audit; it decides who needs one. Designing the hand-off between the two is the real product work.
- Questions are an interface. The assessment's value lives in how questions are framed, behavioural, specific, impossible to answer with aspiration instead of fact.
- Score the system, never the person. Leaders engage honestly with a diagnostic that examines their systems; they defend themselves against one that examines them.