DNA Leadership Alpha Dashboard

Overview

DNA Leadership Alpha is a behavioral intelligence dashboard designed to help organizations understand their leaders, evaluate behavioral role fit, and improve teamwork and communication.

The platform converts DNA Natural Behavior Discovery results into practical dashboards. These dashboards show how individuals naturally lead, how closely their behavioral tendencies align with leadership roles, and how they communicate and collaborate with others.

Each person's DNA Natural Behavior Discovery provides 32 behavioral scores, covering 8 Factors and 24 Sub-Factors. These scores form the foundation of every dashboard, providing a consistent behavioral profile across leadership, role fit, and team analysis.

DNA Leadership Alpha is designed for CEOs, executive teams, HR and talent leaders, business consultants, and leadership advisors.

With DNA Leadership Alpha, you can:

Understand leadership behavior: Identify the natural behavioral drivers influencing how leaders make decisions and work with others.
Evaluate leadership role fit: Compare individuals against established behavioral benchmarks for executive and delivery roles.
Build effective teams: Use behavioral insights to explore team composition and role alignment.
Improve communication: Understand how leaders and team members naturally communicate and collaborate.
Support succession planning: Gain behavioral insights when considering future leaders and executive appointments.
Strengthen leadership development: Identify areas where coaching, additional support, or adjustments to responsibilities may be useful.

Important: DNA Leadership Alpha describes natural behavioral tendencies. It does not judge a person's ability or predict future performance. Use these insights alongside professional experience, conversations, and other relevant information when making people decisions.

Want to see how DNA Leadership Alpha works?

DNA Leadership Alpha — Teaser Video

Watch a short introduction to DNA Leadership Alpha and its capabilities.

Watch the DNA Leadership Alpha Teaser Video

How DNA Leadership Alpha Works

DNA Leadership Alpha uses behavioral discovery results to generate dashboards within your organization's private workspace.

Here's how the process works:

1. Complete the DNA Natural Behavior Discovery

Each participating leader or team member completes the DNA Natural Behavior Discovery.

The assessment identifies natural behavioral tendencies across the 8 Factors and 24 Sub-Factors.

2. Upload behavioral results

DNA uploads the completed behavioral results into your organization's private workspace.

Each workspace contains a designated group of people. If your organization works with multiple teams, DNA can establish separate workspaces.

Only people within your organization can access your organization's workspace.

3. Access the available dashboards

Your workspace displays the dashboards enabled for your organization.

Dashboard availability may vary, so your workspace might not contain every dashboard described in this article.

4. Select a team or individual

On most dashboards, you can choose between:

Team average: View the team's combined behavioral profile.
Individual view: Select a specific leader or team member using the person picker.

Individuals identified as leaders appear first in the selection list.

5. Use the built-in page guide

Every dashboard includes a built-in page guide.

Open the guide to understand the information presented on each page. You can replay it whenever you need additional guidance.

Understanding Your Behavioral Scores

Most DNA Leadership Alpha dashboards display results using population percentiles (Pop %).

A population percentile shows how strongly a behavioral tendency appears compared with the general population.

For example, a score of 70% means that a particular tendency is stronger than it is in approximately 70% of people.

Behavioral score ranges

The dashboard uses color-coded bars to distinguish five behavioral ranges:

Hard-wired high: Above 84%.
Strong high: 70–84%.
Mid-Range: 31–69%.
Strong low: 16–30%.
Hard-wired low: 15% or below.

These ranges help you identify the strongest and lightest behavioral tendencies within an individual's profile.

Understanding opposing behavioral pairs

Some dashboards display opposing tendencies, such as Daring vs Careful.

These pairs show which direction an individual naturally leans and the strength of that tendency.

Unlike population percentiles, opposing pairs use the underlying behavioral score.

Direction: A score of 49 or below leans toward one side, while a score of 50 or above leans toward the other.
Mid-Range: 45–55.
Strong: 40–44 or 56–60.
Hard-wired: Below 40 or above 60.

Dashboards containing ranked behavioral bars also summarize the strongest and lightest results for the selected individual or team.

Understanding team averages

The Team average represents a combined behavioral profile.

The team's underlying behavioral scores are combined first and then scored. This allows the results to be interpreted as one collective profile.

Core Dashboards and Features

DNA Leadership Alpha organizes its dashboards into four main areas.

Each area provides different insights into leadership behavior, role alignment, team performance, and communication.

1. Leadership — Understanding how leaders naturally lead

The Leadership section helps organizations explore the behavioral drivers influencing leadership approaches, financial performance, operating styles, and governance.

Executive Leader Drivers Dashboard

This dashboard provides insights into the natural behavioral characteristics influencing how a leader approaches their responsibilities.

It includes five opposing leadership driver pairs:

Results vs Relationships
Daring vs Careful
Abstract vs Concrete
Systematic vs Flexible
Promoting vs Operating

It also measures five additional leadership drivers:

Goal Drive
Financial EQ
Enterprising
Empathy
Approachable

These insights help leaders understand their natural approaches to decision-making, relationships, execution, and organizational responsibilities.

Leader Financial Performance Drivers Dashboard

This dashboard focuses on the behavioral tendencies associated with financial leadership and business performance.

It includes six financial performance figures, such as:

Financial Value Creation Capability
Innovation Focus
Fiscal Control

The dashboard also includes two Financial Value Creation dials.

These dials illustrate how leadership behavior may influence gross and net profit margins compared with a baseline established for your organization.

The results provide an illustrative behavioral perspective rather than a financial forecast.

Leadership Team Operating Drivers Dashboard

This dashboard evaluates five behavioral drivers associated with how a leadership team operates:

Results Drive: The team's natural orientation toward achieving results.
Relationship Engagement: How naturally the team focuses on relationships and interpersonal engagement.
Execution Management: Behavioral tendencies associated with organizing and managing execution.
Adaptability: How the team naturally approaches change and flexibility.
Trust: A behavioral driver relevant to trust within leadership relationships and organizational culture.

These insights help leadership teams understand their collective operating tendencies and identify areas for discussion and development.

Leadership Governance Dashboard

This dashboard provides insights into behavioral tendencies associated with leadership governance and decision-making.

It includes governance behaviors such as:

Demonstrates Courage
Financial Responsibility
Transparent With Information

It also examines four behavioral biases:

Loss Aversion
Conformist
Group Think
Anchoring

These insights can support discussions about governance practices, leadership judgment, and decision-making approaches.

2. Delivery Role Fit — Understanding who fits delivery roles

The Delivery Role Fit section helps you compare individuals against the natural behavioral demands of different delivery responsibilities.

Sales Talents Dashboard

This dashboard measures ten sales-related behavioral talents.

Examples include:

Builds New Clients
Negotiator
Connection Farmer

The results help you understand how individuals naturally approach different sales and relationship-building activities.

Individual Delivery Role Dashboards

DNA Leadership Alpha provides dedicated behavioral dashboards for four delivery roles:

Executive Delivery Leader
Reinvention Delivery Lead
Project Delivery Engineer
Quality Assurance Specialist

Each dashboard displays the behavioral traits associated with its specific role.

This helps you understand the natural behavioral demands of each position.

Project Role Fit Dashboard

The Project Role Fit Dashboard compares one individual's natural behavior against all four delivery roles.

For each role, the dashboard provides:

Behavioral Fit: How closely the person's natural behavior aligns with the role's behavioral benchmark.
COPQ Risk: The weighted cost of behavioral gaps between the individual and the role.

This allows you to compare behavioral alignment across multiple delivery responsibilities.

Delivery Team COPQ Simulator

The Delivery Team COPQ Simulator allows you to evaluate a seven-seat delivery team.

You can assign individuals to different positions and review the team's combined Behavioral Fit and COPQ risk.

This helps organizations explore different team structures before finalizing responsibilities.

3. C-Suite Roles — Evaluating executive leadership alignment

The C-Suite section helps organizations understand how individuals align with the behavioral demands of executive leadership positions.

C-Suite Role Fit Dashboards

DNA Leadership Alpha provides individual role-fit dashboards for nine executive positions:

Chief Executive Officer (CEO)
Chief Operating Officer (COO)
Chief Financial Officer (CFO)
Chief Technology Officer (CTO)
Chief Human Resources Officer (CHRO)
Chief Marketing Officer (CMO)
Chief Revenue Officer (CRO)
Chief Strategy Officer (CSO)
Chief Information Officer (CIO)

Each dashboard compares a leader's natural behavioral tendencies against the benchmark for that executive role.

The dashboards display Behavioral Fit and COPQ Risk for the selected individual.

The Chief Financial Officer dashboard also includes CFO Additional Insights, providing further behavioral information specific to that role.

C-Suite Team COPQ Simulator

The C-Suite Team COPQ Simulator allows organizations to explore behavioral alignment across all nine executive positions.

Each position displays its nominated leaders first.

You can compare potential executive team combinations and evaluate their combined behavioral fit and risk.

This is useful when considering executive appointments, succession planning, or changes to the leadership structure.

4. Working Together — Understanding team relationships and communication

The Working Together section helps you understand how leaders and team members naturally interact.

It focuses on behavioral similarities, differences, relationship engagement, and communication preferences.

Team Differences Dashboard

This dashboard compares the behavioral differences between every pair of people within a group of up to ten individuals.

It helps you identify where team members share similar tendencies and where additional communication effort may be beneficial.

Style Match Dashboard

The Style Match Dashboard compares two people across the 8 Natural Behavior Factors.

It provides a Style Match score from 0% to 100%, showing how similar their natural behavioral tendencies are.

The dashboard highlights the widest behavioral differences first.

Leader/Team Member Style Match Dashboard

This dashboard compares one leader against each member of their team.

It helps leaders identify:

Areas of natural behavioral alignment.
Differences in working preferences.
Areas where communication adjustments may be useful.

Leader/Team Member Relationship Match Dashboard

This dashboard measures how closely a leader and each team member align on Relationship Engagement.

It provides another perspective on how naturally their relationship approaches may align.

Communication Dashboard

The Communication Dashboard places individuals on a communication style map.

It identifies four communication styles:

Take Charge
Outgoing
Patient
Planned

The dashboard also provides guidance on how to approach each person based on their natural communication preferences.

These insights can help leaders prepare for conversations and adjust their communication approaches.

Marketing Messages Dashboard

This dashboard provides twelve messages tailored to an individual's Unique Style.

The messages cover different stages of engagement, from the initial introduction through closing a conversation.

They help you understand how to approach and engage individuals based on their behavioral preferences.

Understanding Behavioral Fit and COPQ Risk

The Role Fit dashboards and Team COPQ Simulators use behavioral benchmarks to compare individuals against the natural demands of specific positions.

Each role benchmark contains six behavioral traits, with an expected range for each trait.

Behavioral Fit

Behavioral Fit measures how closely an individual's natural behavior aligns with a role's behavioral benchmark.

A higher score indicates closer behavioral alignment with the role.

Cost of Poor Quality (COPQ) Risk

COPQ risk measures the weighted cost of behavioral gaps between an individual and a role.

A trait that falls substantially outside its benchmark range contributes more risk than one that falls only slightly outside it.

The aim is to maintain a COPQ risk below 10%.

The dashboard includes a trait-level breakdown showing:

The behavioral trait being measured.
The expected benchmark range.
The individual's behavioral score.
How far the score falls outside the benchmark range.

A behavioral gap is not a judgment about a person's capabilities.

Instead, it highlights situations where a role may require someone to work outside their natural preferences.

These insights can help organizations consider coaching, additional support, or alternative role designs.

Using the Team COPQ Simulators

The Team COPQ Simulators allow you to evaluate different team structures before establishing the final team.

Here's how they work:

Select individuals: Place available people into the relevant team positions.
Review role alignment: Each position lists candidates from strongest to weakest behavioral fit.
Evaluate team results: Review the combined Behavioral Fit and COPQ risk for the selected team.
Explore suggested teams: Select Suggest a strong team to populate the positions with the strongest available combination.
Compare alternatives: Select the same option again to explore the next-best team combination.

This allows you to compare different team arrangements based on behavioral alignment.

Quick Reference: Understanding Dashboard Measurements

The following table explains the main measurements used throughout DNA Leadership Alpha.

Measure	How to interpret it
Behavioral Fit	95% or above: On benchmark. Between 85% and 95%: Worth a look. 85% or below: Plan for it.
COPQ Risk	10% or below: On benchmark. Between 10% and 30%: Worth a look. 30% or above: Plan for it.
Style Match	69% or above: Natural fit. 60–68%: Workable. Below 60%: Needs effort.
Relationship Match	Measures alignment in Relationship Engagement and uses the same interpretation ranges as Style Match.
Differences	Below 24: Close. 24–32: Some translation needed. 33 or above: Be explicit about differences.
Team Average	The team's underlying scores are combined first and then scored to create one collective behavioral profile.

These measurements provide a starting point for understanding behavioral similarities, differences, and role alignment.

They should be interpreted alongside professional experience and the needs of your organization.

Practical Example: Appointing a New CFO

Consider a leadership team preparing to appoint a new Chief Financial Officer.

The team opens the Chief Financial Officer Role Fit Dashboard to review the leading candidate.

The dashboard shows:

Behavioral Fit: 98%.
COPQ Risk: 3%.
Traits within benchmark: Four of the six behavioral traits.

A Behavioral Fit of 98% indicates that the candidate closely aligns with the CFO role's behavioral benchmark.

The dashboard identifies two small behavioral gaps:

Take Charge: Three points above the expected range.
Pioneering: Three points below the expected range.

These gaps suggest that the candidate may be more directive than the role requires and slightly less naturally drawn toward new growth initiatives.

However, both differences are small, resulting in a low COPQ risk of 3%.

The leadership team can then explore additional dashboards.

C-Suite Team COPQ Simulator

Review how the candidate fits into the strongest available executive team combination.

Leader/Team Member Style Match

Compare the CEO and the potential CFO to identify their widest behavioral differences.

These insights can provide a starting point for discussing how they will work together.

Communication Dashboard

Review their communication styles to understand how they naturally prefer to exchange information and approach conversations.

Marketing Messages Dashboard

Use the individual's Unique Style insights to prepare more effective initial conversations.

By combining these dashboards, the organization can gain a broader understanding of the candidate's natural behavioral alignment and potential working relationships.

The figures in this example are illustrative.

When Should You Use DNA Leadership Alpha?

DNA Leadership Alpha is particularly useful when an organization is preparing for leadership changes, team development, or important people decisions.

Leadership development and coaching

Use the dashboards when:

Reviewing a leader's natural behavioral strengths.
Identifying areas where additional coaching may be beneficial.
Supporting leadership development conversations.
Understanding differences between leadership approaches.

Executive appointments and succession planning

Use the Role Fit dashboards when:

Evaluating behavioral alignment with executive responsibilities.
Preparing for a new leadership appointment.
Supporting executive succession planning.
Considering changes to leadership roles.

Team design and restructuring

Use the Team COPQ Simulators when:

Forming a new leadership or delivery team.
Reviewing an existing team's behavioral composition.
Comparing different team arrangements.
Planning organizational restructuring.

Leadership onboarding and communication

Use the Working Together dashboards when:

Onboarding a new leader.
Preparing for important conversations.
Understanding differences between leaders and team members.
Supporting communication within a newly formed or merged team.

DNA Leadership Alpha is especially useful when a team is about to experience change.

This may involve a new leader, a new role, a team merger, or a strategic shift requiring people to work differently.

Important Considerations and Limitations

DNA Leadership Alpha provides practical behavioral insight to support leadership development and organizational decisions.

However, several boundaries should guide how you interpret and apply the results.

1. Natural behavior is not guaranteed performance

The dashboards describe natural behavioral tendencies.

Individuals may adapt their behavior based on experience, learned skills, and their working environment.

Behavioral results should be used as a starting point for discussion rather than a fixed conclusion about someone.

2. Behavioral Fit does not measure professional competence

Role benchmarks describe the natural behavioral requirements associated with a position.

They do not measure professional qualifications, technical knowledge, experience, or job-specific skills.

These factors should be evaluated separately.

3. Financial Value Creation is illustrative

The Financial Value Creation dials illustrate how leadership behavior may influence gross and net profit margins.

They do not provide guaranteed results or financial forecasts.

4. Leadership decisions require broader consideration

Behavioral information should support, rather than replace, professional judgment and established organizational processes.

5. Leadership information must remain confidential

Leader and team behavioral data is confidential.

Organizations should manage workspace access, dashboard exports, and information sharing according to their internal privacy and compliance requirements.

Summary

DNA Leadership Alpha brings behavioral insight into leadership development, executive role alignment, team design, and communication.

Using DNA Natural Behavior Discovery results, the platform helps organizations understand how leaders naturally operate, how individuals align with different responsibilities, and how teams can work more effectively together.

From executive appointments and succession planning to behavioral team simulation and communication guidance, DNA Leadership Alpha provides practical information to support more informed leadership conversations.

The goal is not to label individuals or determine who is capable of performing a role. It's to understand natural behavioral tendencies and use those insights to support better leadership and team decisions.

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