N-GAGE.
Nirvedha's Goal Achievement Grid Enabler. Maps a leader's developmental needs against the requirements of their current role and the role they are stepping into.
Goal achievement, mapped to the next role.
Most senior leaders know what they need to develop in the abstract. They do not know which capabilities will matter most for the role they are stepping into — and which will become irrelevant the moment they cross the next threshold. N-GAGE is the instrument that produces that map.
Five steps from current role to next role.
Surface the next role
Locate the role 18–24 months ahead. Name it. Specify the accountability surface.
Inventory the capabilities
Twelve developmental domains. The leader self-rates and is rated by stakeholders.
Map current vs. next
Side-by-side scoring against the current role's demands and the next role's demands.
Find the gap-and-overlap
Capabilities the leader is over-investing in. Capabilities the leader is under-investing in.
Lock developmental priorities
Three to five domains. No more. Prioritised by gap × strategic weight.
Three anonymised cases.
Director → SBU Head transition
N-GAGE surfaced over-investment in technical depth and under-investment in stakeholder breadth. Engagement reweighted to fill the gap.
SBU Head promotion in 7 months.
VP shifting from operations to strategy
Three over-invested domains identified. Calendar redesigned to reduce time spent in those domains by 35%.
Strategy effectiveness score 64 → 86 in 9 months.
CHRO planning her CHRO+ step
N-GAGE applied to enterprise-CPO role. Three new capability domains surfaced.
Cohort programme designed around the gap. Promotion to enterprise CPO in 11 months.
Cases anonymised by sector and seniority. Numerical outcomes are exact and locked in the engagement scorecards.
RE:CODE™ integration.
N-GAGE is the diagnostic instrument that runs inside RE:CODE™ Step 1 (Diagnose) and shapes the OKRs locked in Step 2.