How ready is your organization for the Intelligence Age? Your people know.
The Intelligence Age Scorecard asks them, in confidence, in about 15 minutes. Run before a leadership retreat, it informs Mark’s keynote for your organization, not AI in general, and it gives your leaders an honest picture to decide from.
Nobody in your organization sees your answers unless you share them.
Built on the WAVE framework from Mark’s book Now What? How to Ride the Tsunami of Change
of C-suite executives admit to exaggerating their AI knowledge, and 79% of all respondents say they pretend to know more than they do.1 That is why the Scorecard asks in confidence.
Most leadership retreats start from the view at the top. The Scorecard adds the view from everywhere else: how ready your people believe the organization really is, and what they would say if they felt safe to say it.
The WAVE framework >>>Two scores, kept apart on purpose
A strong WAVE total, from Reactive up to Architect, says your organization operates well today. It does not say you are ready for what comes next. That is why AGI Readiness is scored separately, from Exposed to Positioned. It asks whether anyone at the top owns the questions of who you would employ, who would decide and where your revenue would come from if software did most knowledge work and robots most physical work, and whether your plans have been tested against more than one future.
Strength in how you operate today can hide how exposed you are to tomorrow.
The two scores, with their bands
Every participant, from the executive team to the front line, gets the same 15 minutes and a report of their own. That is how the change travels beyond the room: everyone who answers leaves with a plan of their own.
Answer 25 questions
The questions adapt, probing deeper where an area is weak and moving faster where it is strong. Seven open questions let people say what the scores can’t.
Get a report written for you
Each report is researched around the person’s industry, company, markets, competitors and regulators. The scores are calculated by fixed rules, not generated by a model.
Know what to do first
Every report ends with practical actions and a 90-day action plan that starts with the weakest pillar, to share as a link or download as a PDF.
What your leadership team receives
For your leadership team
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Mark’s keynote at your retreat, shaped by what your people said, and quoting them without ever naming them
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A live dashboard by department, function, seniority and region
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Plain-language questions, so any chart or finding can be interrogated rather than read as a static report
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A PDF built for the board meeting
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A coverage warning before the report is produced if responses are thin in a function that matters
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Role-based access, so you can share the dashboard with anyone you choose
For every participant
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A WAVE score from four to 16, banded from Reactive to Architect, with a radar chart of the four pillars
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A separate AGI Readiness score, banded from Exposed to Positioned
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A narrative for each pillar, and their top three gaps, ranked
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A technology convergence map for the technologies they chose
Four pillars. Two scores.
One place to start.
Each pillar measures how your organization operates, not its tech stack.
Watch · Seeing change coming.
Whether anyone scans for signals across technology, markets and regulation, whether those signals reach the people who decide, and whether they change decisions before they become headlines.
Adapt · Moving when conditions shift.
How quickly decisions get made, how many layers they pass through, whether money and people follow the evidence, and whether people are building the skills the next shift will demand.
Verify · Knowing what is true.
Whether AI output and data are checked before they drive decisions, whether governance keeps pace with adoption, and whether people feel able to challenge information and the people delivering it.
Empower · Acting without escalating.
Whether decisions sit close to the work, whether people have the tools, skills and permission to use new technology, and whether initiative is rewarded or quietly punished.
15 minutes. The honest answer most leadership teams never hear.
Try the Scorecard yourselfYour leaders think the organization is aligned. Find out before they decide.
Run across your organization, the Scorecard compares what your leaders believe with what the people who report to them say, inside your own organization, for any group of five or more. Four things come back that rarely reach a leadership retreat:
- Perception gaps Where the C-suite and the managers describe different companies.
- Department blind spots Which functions are ready, and which are exposed.
- Seniority disconnect Whether the people deciding see the same organization as the people executing.
- Priority misalignment Where attention goes, compared with where the weakness sits.
Three ways to use it
For yourself
Personal or Organization Readiness, on ia-scorecard.com. Your report arrives about five minutes after you finish.
For your leadership team
Team Alignment, on ia-scorecard.com, for five to 40 leaders. You see where the team agrees, where it does not, and what it has been reluctant to say out loud.
For your leadership retreat
The Intelligence Age Readiness Briefing: Mark’s keynote, with the Scorecard across your organization first (we recommend at least 10 to 20% of your workforce). Mark uses what your people tell him to aim the keynote at what your leaders most need to hear.
See the options for your retreat >>>Most organizations spend months and a consulting budget just to find out where they are starting from. With the Scorecard, the full picture arrives two weeks after the assessment closes.
For its annual leadership retreat, a Fortune 200 company ran the Scorecard across its senior leadership and brought Mark in to speak. The scores were useful; what came back in their own words was considerably more so. Its senior leaders rated the session 4.6 out of 5.
“Exceptional.”
Sandra Hubert
Chief of Staff to the CEO, RGA
Built by Dr. Mark van Rijmenam, named one of the 16 leading AI voices by Salesforce, who has worked with Fortune 500 companies and governments across six continents.
White paper
The Readiness Illusion
The case for the Scorecard, in full: why leaders are the last to know how ready their organization is, what the evidence says about each WAVE pillar, and how to find out where you stand. Written for C-suite executives and boards.
Thank you
The Readiness Illusion is on its way to your inbox. If it isn’t there in a few minutes, check your spam folder.
FAQ
The four WAVE pillars, each scored from one to four, and a separate AGI Readiness score. People choose from 11 technologies, from AI to robotics to synthetic biology, and the questions adjust to their industry, their country and those choices.
No. An engagement survey measures how people feel about working here. The Scorecard measures whether the organization can see what is coming, absorb it and act on it, and every participant gets a plan of their own. Before a leadership retreat, it is Mark’s input to understand your organization: he uses the answers to decide what your leaders most need to hear.
Yes, by design. Each person’s answers and report are theirs, shared only if they choose. The organization sees combined results for groups of five or more, and the dashboard tracks combined filters, so nobody can narrow their way down to an individual. Written answers appear without names, capped at one sentence and 25 words, and screened for self-identifying detail. Before they start, everyone is told that the combined results go to your organization.
About 15 minutes per person, and each person’s report arrives about five minutes after they finish. For a leadership retreat, the assessment opens at least five weeks ahead: about three weeks for people to answer, then two weeks until the organization’s full picture is ready.
Choose the keynote and the Scorecard, and the assessment runs across your organization before the retreat; we recommend at least 10 to 20% of your workforce. Mark reads the results before he writes the keynote, your leaders keep the dashboard, and every participant keeps their own report and plan.
Yes. Team Alignment, on ia-scorecard.com, runs the same assessment across five to 40 leaders, so their disagreements surface before the retreat rather than during it.
You can sign a data processing agreement, and your data can be stored in Europe. The scores are calculated by fixed rules, so they can be audited. The model that answers questions about the data never sees individual responses, every dashboard query is logged, and individual responses are never sold or shared.
If you asked your people tomorrow, in confidence, how ready your organization is, what would they say?
And would anyone at the top hear it? The Scorecard finds out, in confidence. Mark brings the judgment your leaders need to act on it.