Find What’s Really Stalling Performance.
Diagnose the hidden conditions behind stalled performance before you spend money on the wrong fix.
Bring one real performance challenge. Examine the six workplace conditions that may be contributing to it, document the evidence, estimate the potential business impact, and identify where attention is most likely to make a difference.
Stop Guessing at the Cause
Performance problems are easy to see. Their causes are harder to identify. Training, coaching, new technology, process changes, and accountability efforts can all fail when they target the wrong condition.
Start with the problem
Choose one real performance challenge that matters enough to investigate.
Follow the evidence
Examine the challenge through all six Performance Levers instead of jumping to the most obvious explanation.
Decide what deserves attention
Use your findings and estimated business impact to determine where action is most likely to matter.
Choose the Right Diagnostic
The core JL³ diagnostic process is the same. The difference is whose perspective you need. Diagnose the challenge yourself, or examine one shared performance problem across multiple people.
Individual Performance Diagnostic
Investigate one workplace performance problem through a structured, self-guided process on your own schedule.
- One participant examining one real performance challenge
- Structured analysis across all six JL³ Performance Levers
- Evidence gathering instead of assumption-based diagnosis
- Performance Leak Estimator™ to explore potential business impact
- Performance Research Notebook to document your findings
- Executive Brief to summarize what deserves attention first
Team Performance Diagnostic
Examine one shared performance problem across multiple perspectives and uncover where people agree, where they see the problem differently, and what those differences may reveal.
- Multiple participants examining the same performance challenge
- Individual evidence and six-lever diagnostic input
- Comparison of findings across participants
- Agreement, disagreement, and potential blind-spot analysis
- Facilitated discussion and interpretation
- Synthesized Team Executive Brief with priority areas for further action
Same Framework. Different Level of Insight.
The Individual Diagnostic helps you examine what you see. The Team Diagnostic adds another layer: what happens when several people examine the same problem and their evidence does not point to the same conclusion?
What do I see?
Best when one leader needs a disciplined way to investigate a performance problem before deciding what to do about it.
- One point of view
- One performance problem
- Structured six-lever analysis
- Evidence and impact estimation
- Individual Executive Brief
What do we see together?
Best when the problem crosses roles, functions, or leadership perspectives and the organization needs to understand both the performance issue and how differently people may be interpreting it.
- Multiple points of view
- One shared performance problem
- Cross-participant comparison
- Agreement and disconnect analysis
- Facilitated interpretation
- Synthesized Team Executive Brief
What the Diagnostic Produces
This isn't a personality assessment or a generic workplace survey. You investigate a real performance problem and leave with evidence, findings, and decision-ready outputs that help you determine what deserves attention next.
Six-Lever Findings
A structured view of where workplace conditions appear to be supporting performance and where they may be contributing to the problem.
Performance Leak Estimate
A practical estimate of what stalled performance may be costing through productivity, quality, engagement, customer impact, growth, or execution.
Performance Research Notebook
Your working record of evidence, observations, questions, and findings across all six Performance Levers.
Executive Brief
A leadership-ready summary of the strongest findings, estimated business impact, and the areas that deserve attention first.
Six Conditions. One Performance Problem.
Performance problems rarely have a single cause. The JL³ Performance Levers create a structured way to examine the workplace conditions that may be helping or getting in the way.
Shared Capacity
Do we have the time, clarity, and focus to get the work done?
Skill Readiness
Do we have the right skills to perform at a high level?
Peer Norms
Are our norms helping or hurting performance?
System Cues
Do our systems and processes support the right behaviors?
Tool Support
Do we have the tools and resources we need?
Mindset Alignment
Are leader priorities and assumptions aligned with the performance the organization needs?
The Hidden Cost of Stalled Performance
The cost of a performance problem is rarely limited to the missed result itself. The effects accumulate across people, leadership attention, and business outcomes.
Lost Productivity
Time, energy, and talent wasted on workarounds instead of meaningful progress.
Leadership Overload
Leaders carry unclear problems with no clear path forward.
Inconsistent Results
Good people and strong effort still lead to unpredictable outcomes.
Business Impact
Missed goals, stalled growth, and rising frustration compound over time.
Jennifer Lilly
Founder, JL³ Learning Solutions
With more than 25 years of experience in learning and performance strategy, Jennifer developed the JL³ Performance Levers to help leaders investigate workplace performance problems before jumping to solutions.
The Performance Diagnostic turns that framework into a structured process for examining evidence, identifying likely performance conditions, and making better decisions about what to address next.
Author of When Performance Stalls
Built around the JL³ Method and Performance Levers.
Built for real workplace problems
Focused on diagnosing performance problems at the source.
Evidence before intervention
A practical approach designed to improve the quality of the decisions that follow.
Ready to Find What’s Really Affecting Performance?
Diagnose your own workplace challenge with the Individual Performance Diagnostic, or bring multiple perspectives together with the Team Performance Diagnostic.