Use Cases — Better Decisions, Faster

Strategic Importance: How important could this initiative be for the organisation's future direction? Consider whether success would meaningfully strengthen competitive position or long-term capabilities.
Tangible Value: How significant is the upside if the initiative succeeds? Consider whether the tangible benefits — financial or strategic — would materially matter over the next five years.
Execution Difficulty: How challenging would it be to deliver this initiative successfully? Consider complexity, organisational readiness, and whether the work required is realistically achievable.
Uncertainty Level: How much is unknown about the path to success? Consider market, technical, regulatory, or operational uncertainties that could change the outcome.
Resource Demand: How much leadership attention, capital, and organisational energy will this initiative require?
Opportunity Cost: What other opportunities might the organisation be unable to pursue if this initiative moves forward?

Strategic Importance: How important is this project to the organisation's long-term direction? Consider whether the underlying strategic rationale still holds.
Milestone Achievement: How well has the project delivered on key milestones so far? Focus on whether progress reflects real movement toward the intended outcome, not just activity.
Financial Trajectory: Given what we now know, how convincing is the financial outlook? Consider whether costs, benefits, and timing still point toward a worthwhile return.
Team Execution: How capable and effective is the team in driving this project forward? Consider leadership, coordination, and the ability to adapt as challenges arise.
Emerging Risks: What new risks, uncertainties, or constraints are appearing as the project unfolds?
Opportunity Cost: What might the organisation be giving up by continuing this project? Consider alternative uses of time, capital, and attention.

Strategic Alignment: How well does this partner support the organisation's long-term direction? Consider whether their capabilities, ambitions, and market position reinforce where you are trying to go.
Delivery Capability: How confident are you that this supplier can reliably deliver what is promised? Consider technical expertise, operational capacity, and track record.
Relationship Quality: How well are the two organisations likely to work together in practice? Consider trust, communication style, and responsiveness.
Value Creation: How much value could this partnership generate beyond the immediate transaction? Consider innovation potential and shared learning.
Dependence Risk: What risks arise from relying on this supplier over the longer term? Consider switching costs, concentration, and contractual leverage.
Future Flexibility: How much freedom will the organisation retain if circumstances change? Consider exit options and adaptability.

Strategic Fit: How well does this purchase align with what the organisation is trying to achieve right now? Consider whether it supports priorities and avoids locking you into a path you'll regret.
Supplier Strength: How confident are you in the supplier's ability to deliver reliably over time? Consider capability, responsiveness, and how they behave when something goes wrong.
Solution Quality: How well does the offering meet the real need, in practice, not just on paper? Consider usability, integration, and serviceability.
Total Value: How good is the overall value when you include total cost of ownership, not just the initial price?
Risk Exposure: What risks does this procurement introduce or amplify? Consider security, compliance, operational dependence, and contractual traps.
Decision Integrity: How clean is the decision process itself? Consider whether alternatives were genuinely explored and conflicts are managed.

Role Capability: How well does the candidate appear able to perform the core responsibilities of the role? Consider relevant experience, demonstrated skills, and evidence they can handle the real demands.
Learning Agility: How quickly and effectively is the candidate likely to learn, adapt, and grow? Consider intellectual curiosity, openness to feedback, and ability to navigate unfamiliar situations.
Motivation Fit: How well do the candidate's motivations align with the nature of this role? Consider whether they genuinely want the work itself, not just the title or salary.
Team Contribution: How likely is the candidate to strengthen the team around them? Consider collaboration style, communication, and reliability.
Judgement Quality: How confident are you in the candidate's decision-making and professional judgement?
Risk Signals: What concerns or uncertainties should give the organisation pause? Consider inconsistencies, potential behavioural risks, or overconfidence.

Role Readiness: How well prepared is this person to succeed at the next level of responsibility? Consider whether their experience and track record suggest they can handle the broader scope.
Leadership Impact: How strongly does this person influence and strengthen the people around them? Consider how they guide teams, build trust, and help others perform.
Strategic Thinking: How well does this person understand the bigger picture? Consider their ability to anticipate challenges, connect ideas, and think beyond immediate tasks.
Execution Reliability: How consistently does this person turn plans and intentions into results? Consider follow-through and accountability.
Judgement Quality: How confident are you in this person's judgement when facing complex or ambiguous situations?
Growth Potential: How likely is this person to continue developing and expanding their capabilities in the years ahead?

Built for the decisions that matter