Proof · method validation
Long before the platform, the IntegrisIQ method — a proprietary execution survey and the Commitment-based Management playbook — was deployed inside dozens of companies. An eight-company pilot cohort validated the indices, isolated the exact execution gaps that move strategy delivery, and became the benchmark corpus the platform scores against today.
The benchmark corpus
Across the cohort, the indices immediately isolated where execution would break — promise-keeping, candor, decision clarity — and benchmarked every company on the same scale. This is the corpus that underpins scoring across sectors.
| Index | MTO | CAN | DF | COL | P&P | MCS1 | AAA | NOB |
|---|---|---|---|---|---|---|---|---|
| SMIStructural Mood | 72 | 38 | 46 | 42 | 55 | 47 | 50 | 44 |
| TRUSTTrust & Accountability — Trust | 58 | 41 | 44 | 39 | 50 | 40 | 45 | 42 |
| ACCAccountability | 61 | 45 | 40 | 43 | 48 | 38 | 41 | 39 |
| INNInnovation Capacity | 63 | 52 | 56 | 58 | 45 | 40 | 57 | 54 |
| CPIConveying Practices ↓ | 33 | 29 | 31 | 27 | 30 | 31 | 28 | 26 |
| PFCPolitical Friction Cost ↓ | 48 | 55 | 51 | 62 | 49 | 58 | 56 | 60 |
| CMRChange-Mood Readiness | 69 | 46 | 52 | 60 | 60 | 55 | 57 | 52 |
Illustrative cohort benchmark · anonymized codes · scores 0–100. Cells shaded by magnitude. For CPI (Conveying Practices) and PFC (Political Friction Cost), lower is better; for the other indices, higher is stronger.
Read at a glance
The same instrument produces a specific, actionable read for each company — the cultural headline, and the single index lever that most needs attention.
| Firm | Cultural headline | Most urgent lever |
|---|---|---|
| MTO | Zeal + get-stuff-done moon-shot | Keep CPI hygiene improving |
| CAN | Resentful collegiality | Repair Trust → drop friction |
| DF | Hesitant triple-legacy merger | Clarify RACI, lift Accountability |
| COL | Fear / arrogance Ops–Tech split | Defuse the SLT duel, raise Trust |
| P&P | Justice + remote-video habits | Cement Accountability, spark Innovation |
| MCS1 | Audit-driven hero-culture slide | Simplify metrics, cut friction |
| AAA | Hopeful hyper-growth, burning out | Transparency + promise-management |
| NOB | Joyful engineering inside a fear-based flat org | Decide one dominant style → slash friction |
The pattern held across very different firms. Low Trust reliably drove high Political Friction Cost; overloaded Conveying Practices correlated with weak Accountability. Repeatable structure, not coincidence — the confirmation that the indices are predictive.
From cohort to consequence
The method carries across size and sector — protecting enterprise value, accelerating revenue, and carving out operating cost.
A stalled core-platform build was failing on an accountability deficit — not a talent gap. Naming it saved the asset from write-off and cut future delivery times by 30%.
A 33% revenue miss flipped to 150% of plan within a single launch cycle, once the cultural blockers to execution were made visible and addressed.
Shifting from fear-based perfectionism to pragmatic, high-velocity execution freed $5M in annual operating expense — capacity redeployed to what mattered.
Proof points
| Metric | Result | Timeline | Context |
|---|---|---|---|
| Value preservation | $350M asset saved from write-off | < 18 mo | Money-center bank |
| Capability lift | CMM Level 3 dev org · 30% faster projects | 18 mo | Same bank |
| Revenue acceleration | 183 pp swing (−33% → +150%) vs. plan | ~6 mo · 1 launch cycle | Health-tech company |
| Cost reduction | $5M annual OpEx savings | 12 mo | Fortune-200 security division |
Outcomes reported from Commitment-based Management engagements that validated the IntegrisIQ method. Full Culture Analysis reports include a financial-impact summary and a 90-day realignment plan per company.
In their words
"I've applied the Commitment-based principles I learned… They convert culture into predictable delivery schedules and higher team performance."
"The cultural transformation showed up in our first-quarter launch… It's not a coincidence that our results are so improved this year."
"One reason I'm confident leading this team is the incredible culture we now have — built on the foundation they gave us."
Survey-first · integration-light
These signals can be captured well before the traditional 100-day plan, turning a read of the human system into an execution verdict early enough to act on.