WHAT COULD
RECOVERED
LEADERSHIP
CAPACITY
MAKE POSSIBLE?
Leadership time rarely disappears all at once. It gets consumed by recurring patterns: reactive demands, rework, decision friction, and dependence on the leader. This experience helps you estimate what might be redirected if those patterns improve.
WHO ARE WE
THINKING ABOUT?
Choose one leader or a leadership team. If you choose a team, the time estimates on the next screen should represent an average per leader.
WHERE IS LEADERSHIP
TIME GETTING PULLED AWAY?
Estimate how many hours per week could realistically be reduced in each broad area if the operating pattern improved. For a team, enter an average per leader. Avoid counting the same time twice.
Interruptions, urgent requests, and escalations that repeatedly pull the leader away from planned or priority work.
Time lost because work, meetings, decisions, or conversations were not clear or prepared enough the first time.
Extra time caused by unclear ownership, repeated approvals, slow decisions, or too many issues waiting on the leader.
Time pulled back into the work because others need rescue, clarification, coaching, approval, or correction before they can move.
This is your estimate of leadership time that could eventually be used differently if the underlying patterns improve. It is not a promise that all of this time will be recovered.
BUILDING A BETTER SYSTEM
TAKES SOME TIME TOO.
We subtract the extra time spent in coaching, reflection, and workbook work before showing the net capacity during the 12-week program.
We do not assume the full weekly improvement appears on Day 1. During the 12-week program, the estimator gradually builds toward the weekly amount you entered: 25% for Weeks 1–3, 50% for Weeks 4–6, 75% for Weeks 7–9, and 100% for Weeks 10–12.
IF THAT CAPACITY CAME BACK,
WHERE SHOULD IT GO?
Choose the work that would matter most if you had more leadership capacity available. Your selections will appear in the final report so the result stays connected to what you actually want to do differently.
WHAT COULD
CHANGE?
IT'S WHAT THOSE HOURS COULD DO.
The numbers below are only useful if the capacity is actually redirected toward better work. You told us where you would want that capacity to go, so we start there.
You said you would redirect capacity toward:
This is the amount of leadership time you estimated could eventually be used differently each week if the operating patterns improve.
This applies the U.S. Bureau of Labor Statistics June 2026 benchmark of $88.63 per hour in total employer compensation for private-industry management, business, and financial occupations to the annualized hours above.
This is not ROI, cash savings, revenue, or the business value created by those hours. It is simply a qualified reference for what leadership time itself represents in employer compensation.
Source: U.S. Bureau of Labor Statistics, Employer Costs for Employee Compensation, June 2026. View BLS source
Gallup reports that managers account for 70% of the variance in team engagement. That does not mean every redirected hour creates an engagement result. It does reinforce that how a leader uses capacity can affect the team, not only the leader's calendar.
Source: Gallup, 2026. View Gallup source
Explore whether Leader OS fits.
Discuss the demands of the role, what needs to change, and what meaningful progress would look like.
