C2 Analytics
PREDICTIVE
TALENT PERFORMANCE™
Readiness that Scales™
Built on more than two decades of human performance advising — bridging deep expertise with predictive analytics to make leadership performance visible, measurable, and actionable.
C2c2advising.com  ·  Confidential
The talent performance industry has been asking the wrong question for 40 years. Here's why — and how C2 found the right one.
The Evolution of Talent Performance
Four Eras. One Inevitable Direction.
40 YEARS Looking Backward Measured what happened. Called it insight. NOW Reading Forward Reads behavioral patterns. Predicts what's next. What will your leaders' and core talent's abilities and behavior produce tomorrow? 20+ Years 8,000+ Profiles · 4,500+ 360s Validated Patterns
For four decades, every era of talent management shared the same flaw: they looked backward. They measured what already happened and called it insight. But knowing what someone did last year tells you nothing about the conditions their behavior will create next quarter.
C2 started with a different hypothesis. Over 20+ years, 8,000+ behavioral profiles, and 4,500+ LeadView 360 assessments providing real leadership feedback, we found what others missed: the behavioral patterns that reliably predict performance outcomes. Not just for leaders — for anyone whose behavior shapes conditions for others.
The patterns that mattered were consistent, readable, and upstream of results. That discovery became Predictive Talent Performance™.
Here's how the industry evolved to this point →
The Industry Timeline — How We Got Here
1980s–1990s
Annual Reviews
Subjective, once-a-year, manager-driven ratings. Disconnected from business outcomes.
Reactive · Lagging · Subjective
2000s
Competency Models & 360s
Better structure, but still measuring what happened. Generic questions recycled across every level.
Structured · Still Backward · Generic
2010s
Continuous Feedback & Analytics
More data than ever — but more data about the past is still past data. Measures sentiment, not causation.
Data-Rich · Faster · Still Descriptive
Now & Next
Predictive Talent Performance™
C2 Advising. 20+ years. 8,000+ behavioral profiles. 4,500+ LeadView 360 assessments. The patterns that predict performance — identified, validated, and made actionable.
Predictive · Upstream · Behavioral · Validated
Each era measured more — but always measured the wrong thing. Here's the fundamental gap.
The Challenge We're Solving
Why Current Performance
Cannot Predict Future Readiness
What Organizations Typically Assess
✗  Performance in current position
✗  Past review scores & ratings
✗  Perception & reputation
✗  Tenure & experience
Lagging indicators — the tail end of the chain
What We Need to Predict
✦  Behavioral defaults under pressure
✦  Conditions they create for others
✦  Whether results are durable or fragile
✦  Future readiness at higher altitude
Forward-looking, leading indicators
The gap runs even deeper than measurement. Every organization is actually running two operating systems.
The Invisible System
Every Organization Runs
Two Operating Systems
The visible one updates quarterly. The invisible one updates Monday morning.
The Official System
Strategy documents
Stated values & mission
Performance frameworks
Leadership competencies
Annual reviews
Visible, documented, managed
The Invisible System
What is actually safe to say
What is actually valued
What happens when risk is taken
How leaders behave under pressure
What silence and inaction teach
Built continuously through observation

The invisible operating system is always more current than the official one. C2 Predictive Talent Performance reads the invisible system — making the unspoken visible and actionable.

Traditional performance management reads the end of the chain. Predictive Talent Performance reads the beginning.
The Core Model
What Is Predictive Talent Performance™?
Reading the chain from the source — not the symptom
Every organizational result — revenue, retention, engagement, execution quality — is the final link in a chain that began long before anyone measured it. Traditional performance management reads only the last two links.
Upstream
Traits
→
Observable
Behavior
→
Created
Conditions
→
Driven
Activity
◄ TRADITIONAL PM
→
Measured
Performance
TRADITIONAL PM ►

Traditional systems focus on Activity and Performance because they're visible and countable — KPIs, quotas, ratings, output. But by the time you're reading those, you're reading results. The conditions that produced them were set 60–90 days earlier by behavioral defaults upstream. Organizations keep coaching the tail of the chain while the head governs everything.

The chain shows you where to look. But what do you read at each node? →
The chain is the map. The formula is the instrument you read at every node.
The Performance Formula™
The Chain Tells You Where.
The Formula Tells You What.
CHAIN NODE
Traits
↓
FORMULA VARIABLE
Ability
What someone can do
CHAIN NODE
Behavior
↓
FORMULA VARIABLE
Behavior
What they actually do under pressure
CHAIN NODE
Conditions
↓
FORMULA VARIABLE
Environment
Conditions created by others above
A  ×  B  ×  E  =  Output
Multiplication means one broken variable breaks the entire chain
Ability
What they can do
9
Behavior
What they actually do
9
Environment
Conditions created above
3
PREDICTED OUTPUT
243
out of 1,000
62% of potential
This is why coaching the tail of the chain fails. A high-Ability, high-Behavior individual operating in a broken Environment loses nearly 40% of their potential. The variable upstream — the Conditions created above them — has to change.
The Formula tells you what to read. The Trait Architecture tells you what to read it against — at every level.
The Trait Architecture
Linked Across Levels.
That's the Power.
Most frameworks define traits at the top and assume they apply the same way everywhere. Ours don't. Each trait is calibrated to the altitude where it operates — what it looks like at the executive level is different from what it looks like at the team level. The traits are linked vertically: what an executive governs, a core leader translates, a team experiences, and core talent executes. That linkage is what makes the system predictive.
Primary Traits
6
Govern direction
Where the organization goes. Strategic trajectory, decisiveness, complexity navigation, drive.
Enabling Traits
4
Govern sustainability
Whether results hold. Culture, learning velocity, empathy, trust.

Primary without Enabling → organizations that move fast and fracture.
Enabling without Primary → organizations that are trustworthy and irrelevant.

How Traits Cascade Through Levels
Executive
Governs
Sets the behavioral standard under pressure. The shadow cast here defines conditions for every level below.
Behavior creates conditions ↓
Core Leader
Translates
Converts governing behavior into functional priorities. Inherits the executive's conditions as their environment.
Conditions become environment ↓
Team
Experiences
The conditions created by the levels above and the behavioral dynamics within. This is the Environment variable in the Formula.
Environment shapes execution ↓
Core Talent
Executes
Individual performance shaped by every level above. Their behavior also sends signals upward and outward.
The same trait reads differently at each altitude. What appears as "strategic altitude" at the executive level manifests as "critical path thinking" at the core leader level, "collective clarity" at the team level, and "organizational awareness" at the individual level. Every level has its own calibrated expression — linked to the levels above and below.
The architecture shows how traits link. Now watch that linkage in action — cascading live through every level.
Interactive Cascade
The Predictive Performance Cascade
Watch how behavioral traits translate — or collapse — through every organizational level. Try Break the Cascade to see what happens when Strategic Altitude fractures at the core leader level.
To measure the cascade, you need a fundamentally different kind of instrument.
LeadView at Level™
LEADVIEW at Level™ LeadView
The Closed-Loop Multi-Rater Suite
Instrument I
Executive 360°
Strategic altitude, enterprise ownership, the shadow they cast
Instrument II
Core Leader 360°
Translation fidelity, functional stewardship, cascade readiness
Instrument III
Core Talent 360°
Execution agility, growth mindset, signal sent forward
Instrument IV
Cascade Pulse™
6-month progress signal across all levels
Executive 360° — Sample Questions
Q1
Connects enterprise purpose to operational priorities in ways that translate clearly to the levels below.
CurrentPredictive
Q2
Demonstrates awareness of how strategic choices will cascade through functional leaders and teams.
PredictiveShadow
Q3
Adjusts strategic direction based on changing conditions without creating organizational whiplash.
CurrentPredictive
Measures the shadow an executive casts through the organization. Rated on the 6-point Cascade Impact Scale™
Core Leader 360° — Sample Questions
Q1
Translates enterprise strategy into clear, prioritized actions that align with broader organizational outcomes.
CurrentPredictive
Q2
Ensures team priorities reflect the strategic direction set by executive leadership.
CurrentShadow
Q3
Identifies and removes ambiguity so the team understands exactly what success looks like.
Predictive
Are they ready to translate and execute? Custom questions calibrated to Core Leader altitude
Core Talent 360° — Sample Questions
Q1
Understands how individual work connects to larger organizational goals.
Current
Q2
Can articulate the strategic purpose behind their current priorities.
CurrentPredictive
Q3
Recognizes when priorities shift and adjusts execution accordingly.
Current
Measures whether the behavioral signal is being received, lived, and sent forward by core talent
Cascade Pulse™ — 6-Month Trajectory
P1
This leader's ability to translate strategy into clear team priorities has...
StrengthenedStayed SameDegraded
P2
The conditions this leader creates for psychological safety have...
StrengthenedStayed SameDegraded
3-point trajectory assessment at 6-month intervals — measures behavioral momentum, not just snapshots
This isn't a repackaged 360. Here's what makes LeadView structurally different.
Competitive Advantage
Why LeadView at Level™ LeadView Is
Fundamentally Different
🎯
Level-Calibrated Questions
Every question is purpose-built for its organizational altitude. Executive questions measure cascade creation. Core Leader questions measure translation fidelity. Talent questions measure signal reception. Not a single item is recycled between levels.
🔮
Dual-Coded Questions
Each question captures current observable behavior AND generates a predictive signal about future cascade health. Traditional 360s measure today. LeadView measures tomorrow.
📊
6-Point Cascade Impact Scale™
Proprietary scale that measures not just whether a behavior exists, but whether it's cascading. From "Not Observed" to "Defines the Standard" — each level tells a different story about organizational health.
🔄
The Closed Loop
Executive 360° → Core Leader 360° → Core Talent 360°. The signal doesn't just go down — it closes the loop. What core talent sends forward tells you whether the shadow cast at the top is actually landing.
⚡
Cascade Pulse™ Integration
6-month trajectory assessments paired with the core instruments. Measures behavioral momentum — are things strengthening, stable, or degrading? This is the early warning system that traditional 360s simply don't have.
🏗️
Custom Trait Architecture
Built around your organization's specific trait framework — not generic competency libraries. Every question connects to a trait that cascades through the organization. The entire instrument is a predictive system, not a feedback form.
Assessment is just one stage. The real power is when every stage of talent connects.
The Predictive Talent Ecosystem™
One Behavioral Thread.
Every Stage. Connected.
Most organizations treat selection, development, team performance, and succession as separate programs. C2 treats them as one connected ecosystem — the same behavioral chain that predicts a hiring outcome predicts a succession outcome — at every level, for every role. Click each stage to connect the system.
Predictive
Talent
Ecosystem™
🎯
Selection
📈
Development
Not Training
⚡
Talent Synergy
🤝
Team Impact
🏔
Succession
Click each stage to connect the ecosystem
Each stage generates behavioral data that feeds every other stage. As you activate them, watch the connections illuminate — because in a true ecosystem, nothing operates in isolation. Connect all five to see the competitive advantage.
Ecosystem Connectivity
FragmentedEmergingConnectedIntegratedPredictive Advantage
What's actually flowing through this system? Trait data. Next: see how it compounds. →
The ecosystem shows you the system. But what's flowing through it? Trait data — measured at every level, for every person. Here's what that looks like at the level most frameworks ignore.
Performance Calculator
Cascade Impact Calculator
Every person in the ecosystem carries a behavioral profile — traits scored on the 6-point Cascade Impact Scale™. These scores compound through the chain. Below is a Core Talent profile — the individual contributors whose behavioral defaults shape conditions laterally and forward. Adjust the sliders to see how trait strength amplifies or fractures performance around them.
CORE TALENT Signal Forward™ — 10 Traits at Your Altitude
PRIMARY TRAITS
ENABLING TRAITS
Signal Strength Score
67
Developing Signal
Primary traits are solid but Influence Without Authority needs development. Enabling traits show a gap in Growth Mindset — feedback may not yet be converting to behavior change. The signal is present but intermittent.
3.8
Primary Avg
3.5
Enabling Avg
The chain isn't a theory. It was discovered — in the field, over two decades, across thousands of people.
The Data Behind the Chain
These Patterns Were Discovered,
Not Invented
8,000+
Behavioral Profiles
Every profile scored against the same trait architecture — creating the pattern library that makes prediction possible.
4,500+
LeadView 360 Assessments
Real multi-rater feedback correlated directly to behavioral data — closing the loop between what people do and what others experience.
20+
Years in the Field
Not a lab. Not a survey company. Hands-on performance advising — leaders and core talent — where the consequences are real.

Most frameworks start with a theory and look for data to support it. C2 started with the data. Over two decades of behavioral profiling linked to multi-rater 360 feedback, the same patterns kept surfacing: specific trait combinations that reliably predicted performance outcomes — and specific breakdowns that reliably predicted failure. The chain wasn't designed. It emerged.

🔬
Correlation Engine
Behavioral traits linked to 360 outcomes across every level and role type. The data tells us which traits predict — and which don't.
🏔
Level-Validated
What predicts at the executive level doesn't predict at the core talent level. The dataset is deep enough to calibrate by altitude.
📡
Field-Discovered
Every pattern was found in live organizations with real stakes — not hypothesized in a research lab. That's why it works in yours.
This is the dataset no one else has. Next: how it translates to action. →
The data shows where the chain breaks. Here's how we intervene.
Where C2 Meets the Chain
Read. Map. Predict. Design.
01
Read the Chain
Trait Calibration & LeadView at Level™ — behavioral diagnostics and level-calibrated 360 feedback that read what someone can do and what they actually do.
02
Map the Cascade
Cascade Performance Mapping — traces how behavioral defaults at one altitude create or fracture conditions at every level below and around.
03
Predict What's Next
Readiness & Succession — reads the full chain forward to predict who will sustain and scale, not just who's performing well today.
04
Design the System
Performance System Design & Advisory — connects hiring, development, succession, and culture into one predictive framework at every altitude.
Traditional consulting coaches Activity and Performance. C2 intervenes upstream.
Performance is predictable — when you know where to look and what to read.
The Predictive Talent Performance™ Standard
Govern the Chain
Before It Governs You
🏔
Lead Upstream
Govern traits, not just outcomes. The furthest upstream intervention is behavioral.
LeadView
Read Signals Early
What the organization learns from leaders' and core talent's defaults today predicts what it produces in 60–90 days.
🔮
Own the Shadow
Every leader casts one — downward through the organization. The behaviors at the top set conditions for everyone below. Govern the shadow or it governs outcomes.
📡
Monitor Your Signal
Core talent aren't in the org chart spotlight — but their behavioral defaults shape conditions laterally and forward. Read the signal where titles don't reach.

Growth doesn't break at the top or the bottom — it breaks wherever behavior shapes conditions for others. That's leaders, but it's also core talent — the individual contributors, technical experts, and high-performers whose behavioral defaults set the environment for everyone around them. Most frameworks stop at the executive suite. Predictive Talent Performance reads the full chain — from the senior leader casting shadow, to the core leader translating strategy, to the core talent carrying the signal forward. Governing the full chain means reading the full organization.

C2
C2 Advising
Readiness that Scales™
c2advising.com