TARADIN · DECISION CLARITY
When the friction at key role level won't resolve on its own.
For key roles, appointments or partnerships that look good on paper but don’t quite work out in practice.
Taradin quickly identifies where the friction lies: in the person, the role, the context — or in the alignment between them.
THE CORE
First, make it visible. Only then should you explore it in greater depth.
Not every issue immediately requires a full-scale intervention. Sometimes, clarity is needed first.
The Decision Clarity Scan is a discreet, focused first step for organisations that sense something is amiss but cannot yet pinpoint exactly where.
Within 1 to 2 weeks, it becomes clear:
- where the core friction lies
- what needs to be made explicit again
- what choices are needed to move forward
The findings are summarised in a concise written report that highlights where the friction lies, which risks require attention, and what the most appropriate next step is — if necessary.
Not a counselling or coaching programme. A discreet decision-making assessment for situations where clarity is crucial.
WHEN IS THIS SCAN USED?
Familiar situations
The Decision Clarity Scan is often used when doubts, tension or uncertainty arise regarding a key role, but the cause is not immediately apparent.
For example:
- When a sense of doubt persists regarding a key role.
- When someone appears convincing on paper, but their performance in the role raises questions.
- When high-performing employees clash or hit a deadlock without it being clear why.
- When cooperation within a management team or board continues to cause underlying friction.
- When governance, responsibilities or key roles shift.
- When the impact of a misjudgement is too great to rely on gut instinct. Often, the problem initially appears to be personal or relational.
In practice, however, the cause frequently lies in the alignment between the individual, their role, the context and the decision-making process.
The scan reveals these underlying dynamics, ensuring that discussions do not get bogged down in symptoms, but can focus on what truly requires attention.
WHAT ARE THE BENEFITS?
Concrete outcomes of the scan
Decision Clarity Scorecard
A clear picture of exactly where the tension lies between the individual, their role and the context.
Role Charter
Not a job description, but a clarification of what a role in this context is actually required to entail.
Decision Framework & Agreements
Who decides what, which factors are taken into account, and on what basis the decision can be justified.
Recommendation
Clarity on what is and isn't acceptable today — and what that means for the decision.
HOW DOES IT WORK?
Three perspectives for one decision
The scan brings together three elements that are often considered in isolation within organisations:
01 - Human
Is there anyone who is able and willing to take on this role?
02 - The role
Are the mandate, expectations and scope for decision-making clear enough?
03 - The context
Does the environment allow this role to function effectively?
Alignment: Do the person, role and context align sufficiently?
The value lies not in further analysis, but in bringing to light what currently remains implicit, fragmented or hidden. The scorecard operates precisely around these dimensions: Person–Role–Context–Alignment.
CONTACT US
Check whether this scan is relevant to your situation
Arrange a discreet, exploratory meeting. We'll discuss together whether this process is right for you — with no obligation.
Sometimes clarity is enough. Sometimes the analysis reveals that the friction is structural. In that case, the work doesn't stop at gaining insight. The system itself then calls for a redesign. This is where Role & Decision Architecture comes in: an in-depth process in which roles, mandates, interfaces and decision-making are structurally realigned.
The Decision Clarity Scan is often the starting point for further initiatives relating to role fit, core scans or role and decision architecture.