Methodology

How the screening works.

The Executive Performance Screening is a structured self-assessment — fifteen statements, four calibration questions, and a short coaching conversation. It is designed to do one thing well: name the single constraint that is costing you the most performance right now.

What it measures

Performance rests on three areas that compound each other. Physical Performance — the energy, recovery and physical capacity you bring into every decision. Mental Performance — focus, composure under pressure, and how cleanly you reset after setbacks. Purpose & Relationships— whether your time reflects what you say matters, and whether the people closest to you get your real presence. Five statements per area, each rated on a calibrated 1–10 scale: not how you’d like it to be, but how it has actually felt over the last few weeks.

How scoring works

Each area is scored from your five ratings and normalised to a 0–100 scale. The overall Executive Performance Score is the weighted picture across all three. More important than the number is the shape: the screening names your lowest area as the biggest opportunity — the constraint where focused work moves the most. Ties are resolved conservatively, and your written notes sharpen the read but never change the arithmetic.

The calibration questions

Four short questions after your ratings — deep-work hours, decision quality, what you’ve already tried, and why now. They calibrate the cost of your pattern and the language of your report. They are not scored against your areas.

The coaching layer

After your score, a short guided conversation goes one layer deeper into your biggest constraint — a few focused questions, in your own words, by voice or text. Your answers shape the findings you receive; they are read for patterns, not judged.

What this is not

This screening is not a medical or psychological diagnostic, and it does not replace professional advice. It is a structured first read — precise enough to act on, honest enough to trust.

Data & confidentiality

Your ratings, notes and answers are stored securely and used for exactly two things: generating your findings and — only if you ask for it — preparing your call. Nothing is shared, sold, or used for advertising. If you want your data deleted, one message is enough.

Who built this

Altair was built by {{FOUNDER_1_NAME}} ({{FOUNDER_1_ROLE}}) and {{FOUNDER_2_NAME}} ({{FOUNDER_2_ROLE}}) — out of the conviction that executive performance is a system, not a willpower problem.