Key Strengths
Pillars at 80% and above: the foundation everything else can lean on.
- Spiritual87%
Personal Report Prepared For
Sarah Chen
Executive Leader
Assessment Date
June 18, 2026
Confidential
Prepared exclusively for Sarah Chen.
Executive Snapshot
Your assessment at a glance.
Composite Score
70%
469 of 670 possible · 134 scored items
Growth Opportunities
Pillars between 65% and 79%: solid practice waiting on consistency.
- Mental79%
- Leader Behaviors73%
- Physical72%
- Social65%
Focus Areas
Pillars below 65%: the highest-leverage place to invest attention this quarter.
- Environmental63%
- Leadership Impact58%
- Emotional57%
What this pattern tells us
Your composite of 70% reflects a leadership wellness profile in active development. The pattern across pillars suggests this is a moment of deliberate growth rather than established equilibrium.
Your Wheel at a Glance
The Arevita 360 Wheel.
Adapted from the wheel of life and grounded in 120+ peer-reviewed studies, the Arevita 360 Wheel makes your wellness visible. Each spoke is one of the eight evidence-based pillars of leadership wellness. The longer the spoke, the stronger that pillar is showing up in your daily practice.
By Pillar · Percent Score
Physical
72%
Mental
79%
Spiritual
87%
Emotional
57%
Social
65%
Environmental
63%
Leader Behaviors
73%
Leadership Impact
58%
Key Strength
80%+ · sustaining strength
Growth Opportunity
65–79% · build with consistency
Focus Area
Below 65% · highest leverage
Your Core Composite · 70% · 469 of 670 possible across 134 scored items (2 demographic flags excluded)
KEY STRENGTHS DEBRIEF
Where you are already strong.
These are areas where your habits and behaviors are working. Continue them, and let them inform your approach in areas where you'd like to grow. Strength here also creates visible impact on the people closest to you.
Spiritual
A clear sense of meaning and alignment between your values and how you spend your time.
87%
48 / 55
HOW THESE SHOW UP FOR YOU
You move through your day with clarity about what matters and the cognitive bandwidth to act on it. These pillars are doing quiet, compounding work in the background: protecting your energy, your judgment under pressure, and your capacity to be present with people who matter. The most useful thing you can do here is keep going, and notice which specific practices inside each pillar are actually load-bearing for you.
HOW THESE SHOW UP FOR THE PEOPLE AROUND YOU
The people closest to you experience these strengths as steadiness. They feel a leader, partner or peer who shows up consistent and grounded rather than reactive. Strength in these pillars is also a quiet permission slip: it signals to your team and your family that this kind of investment in yourself is normal and worth their own.
GROWTH OPPORTUNITIES DEBRIEF
Where small, consistent work compounds.
These are areas where you likely see the value and may have begun the work. The gap is usually bandwidth, knowledge of the impact, or sustained focus. Small, consistent effort here would meaningfully shift your overall wellness.
Mental
You have the awareness and intent; the gap is in the daily structure that protects attention.
79%
67 / 85
Leader Behaviors
The leader behaviors are there inconsistently; a few protected rhythms would tighten the team's experience.
73%
99 / 135
Physical
The foundational practices are partly in place; a small lift in consistency would compound quickly.
72%
101 / 140
Social
Real relationships exist; deeper, more deliberate investment would move this from good to anchoring.
65%
26 / 40
HOW THESE SHOW UP FOR YOU
These pillars sit in the band where the smallest, most boring investments produce the most disproportionate returns. You likely already know the moves. The friction is execution. A single repeatable practice anchored to something you already do daily will move these scores faster than a new system.
HOW THESE SHOW UP FOR THE PEOPLE AROUND YOU
When you make even modest gains here, the people around you notice the change first. They experience you as more even, more present in conversations and more available for the hard moments. The visible improvement is usually mood, attention and the quality of the second half of your day.
FOCUS AREAS DEBRIEF
Where the highest leverage is hidden.
These are areas where the evidence-based value may not yet have been clear to you, or where the importance was not emphasized in your development. Treat this section with care. It is not about inadequacy. It is about pillars where small, well-chosen actions produce outsized returns.
Environmental
Your environments and calendar are working against you more than for you; structural fixes pay back fastest.
63%
47 / 75
Leadership Impact
The version of you in high-stakes moments is not yet the version you'd choose; this is the highest-leverage section.
58%
58 / 100
Emotional
Regulation under pressure is the gap; small, daily practices here recover the most ground.
57%
23 / 40
HOW THESE SHOW UP FOR YOU
These pillars are the ones most likely to be silently constraining the others. Lower scores here often show up as fatigue you blame on workload, reactivity you blame on the day, or a creeping sense that something is off without a clear cause. The opportunity is to choose one well-defined practice rather than overhauling everything at once.
HOW THESE SHOW UP FOR THE PEOPLE AROUND YOU
When focus areas go unaddressed, the people closest to you often feel the cost before they can name it: a shorter fuse, less presence, decisions that don't feel like the version of you they trust. Even one deliberate improvement here tends to shift how you land in difficult conversations and high-stakes moments.
PILLAR 01
Physical
28 items in the assessment
72%
Raw: 101 / 140 · Band: GROWTH OPPORTUNITY
WHAT THIS MEASURES
The foundational practices that determine daily energy, cognitive clarity and the body's capacity to sustain executive load.
WHY IT MATTERS
The body is the substrate of every other pillar. Sleep, movement, nutrition and recovery determine the cognitive bandwidth available to you. Walker's 2017 research at UC Berkeley shows that leaders sleeping under six hours per night demonstrate roughly 30% reduced executive function, the exact capacity required for high-stakes decision-making. The American Academy of Sleep Medicine puts the clinical standard at 7-9 hours. The math is unambiguous: physical practices are not separate from leadership performance. They are the foundation it stands on.
Where You Are Strong
- Movement is non-negotiable in your week (4+ sessions weekly).
- Sleep duration is protected even under high-stakes weeks.
Where You Can Grow
- Nutrition leans whole-food but slips during travel.
Areas for Focus
- Recovery after exertion is shorter than your output requires.
AN OPPORTUNITY FOR REFLECTION
How would the energy you bring to your team change if you protected one element of your physical practice for the next 30 days?
PILLAR 02
Mental
17 items in the assessment
79%
Raw: 67 / 85 · Band: GROWTH OPPORTUNITY
WHAT THIS MEASURES
Focus, decision quality, strategic thinking, creativity, problem-solving, stress and cognitive load management that separate leaders navigating complexity from those reacting to it.
WHY IT MATTERS
How a leader thinks under load determines what their team experiences in the moments that matter. The cognitive practices captured here (protected focus, strategic thinking, recovery from cognitive load) separate leaders who navigate complexity from those who react to it. Goyal's 2014 JAMA meta-analysis demonstrated that mindfulness practice produces stress-reduction effect sizes comparable to first-line pharmaceutical interventions. Newport's research on deep work establishes the operational case: knowledge workers who protect uninterrupted focus blocks produce measurably better outputs over time.
Where You Are Strong
- Deep focus windows protected most days.
Where You Can Grow
- Solitude and detachment from inputs is rare.
AN OPPORTUNITY FOR REFLECTION
What decisions in your week would land better with one more deep-focus block protected weekly?
PILLAR 03
Spiritual
11 items in the assessment
87%
Raw: 48 / 55 · Band: KEY STRENGTH
WHAT THIS MEASURES
Meaning, purpose, values-action alignment, reflection and awe: what brings cohesive integration to your work and life beyond the metrics.
WHY IT MATTERS
Meaning is not philosophical. It is the engine that determines whether your leadership compounds over time or runs out of fuel. Steger's longitudinal research across cultures has shown that a felt sense of meaning predicts wellbeing, resilience and performance in ways that hedonic measures cannot. Keltner and Stellar's work on awe and prosocial behavior demonstrates that practices that move us outside ourselves (encounters with nature, art, the lives of others) reduce ego and increase generative behavior. Your team feels the difference between a leader rooted in purpose and one operating on default.
Where You Are Strong
- Sense of purpose is felt and articulated.
Where You Can Grow
- Contribution beyond the role is occasional rather than rhythmic.
AN OPPORTUNITY FOR REFLECTION
What would the people closest to you say is the most consistent value they see in your daily actions?
PILLAR 04
Emotional
8 items in the assessment
57%
Raw: 23 / 40 · Band: FOCUS AREA
WHAT THIS MEASURES
Self-awareness, emotion regulation, self-compassion, gratitude practice, forgiveness and psychological flexibility: the inner work that shapes how you respond when pressure is on.
WHY IT MATTERS
How a leader regulates emotion is what their team learns to model. Gross's 2002 research established that cognitive reappraisal (the practice of reframing situations as you experience them) produces healthier outcomes than emotion suppression. Neff's work on self-compassion shows that leaders who can extend kindness to themselves in moments of error build the same capacity in their teams. The emotional pillar is where the gap between the leader you intend to be and the leader your team experiences becomes most visible.
Where You Can Grow
- Self-compassion in moments of error is limited but improving.
Areas for Focus
- Emotion regulation under stress defaults to suppression.
- Forgiveness and repair after rupture is delayed.
AN OPPORTUNITY FOR REFLECTION
What would change in your hardest conversations if you brought self-compassion to your own performance review?
PILLAR 06
Environmental
15 items in the assessment
63%
Raw: 47 / 75 · Band: FOCUS AREA
WHAT THIS MEASURES
Home, office, travel: the spaces where significant time is spent, and whether they support or quietly undermine wellness across the other pillars.
WHY IT MATTERS
The spaces in which you spend your hours (home, office, travel) quietly shape every other pillar. White et al.'s 2019 Scientific Reports paper found that 120 minutes per week spent in nature produces measurable improvements in self-reported health and wellbeing. Workspace research consistently shows that environmental design (light, noise, interruption density, ergonomics) determines focus capacity, cognitive load and recovery. The Environmental pillar is the one most leaders underestimate. The spaces you don't actively design will quietly tax everything you're trying to build elsewhere.
Where You Are Strong
- Home environment supports rest and recovery.
Where You Can Grow
- Travel kit has potential to support better routines.
Areas for Focus
- Office environment defaults to interruption and reactivity.
- Spaces are not consciously designed to support your pillars.
AN OPPORTUNITY FOR REFLECTION
Which space in your week is quietly costing you energy you haven't named?
PILLAR 07
Leader Behaviors
27 items in the assessment
73%
Raw: 99 / 135 · Band: GROWTH OPPORTUNITY
WHAT THIS MEASURES
Psychological safety, feedback, delegation that develops, mentoring, repair after rupture, modeling wellness, 1:1 quality: the daily practices your team experiences.
WHY IT MATTERS
The single largest study of team performance (Google's Project Aristotle) identified psychological safety as the #1 differentiator between high and low-performing teams, replicating Edmondson's 1999 foundational work. The specific behaviors captured here are the daily practices through which psychological safety is built or eroded: feedback delivered well, repair after rupture, delegation that develops rather than transfers, the modeled cues that tell a team what is and isn't safe. These behaviors are leadership made visible.
Where You Are Strong
- 1:1 cadence with directs is protected.
Areas for Focus
- Psychological safety self-assessment exceeds team perception (paired-item gap).
AN OPPORTUNITY FOR REFLECTION
If your team filled out this same assessment about your behaviors, where would the largest gap be?
PILLAR 08
Leadership Impact
20 items in the assessment
58%
Raw: 58 / 100 · Band: FOCUS AREA
WHAT THIS MEASURES
Presence in high-stakes moments, decision quality under pressure, declining low-value work, feedback-seeking, coach utilization, values-driven leadership: how wellness expresses itself where it counts.
WHY IT MATTERS
Goleman's foundational 2000 HBR research established that leadership style accounts for roughly 30% of business outcomes, a larger effect than nearly any other operational lever. Eurich's 2018 research reveals the harder reality: only 10-15% of leaders are accurately self-aware about how their behavior lands. The Leadership Impact pillar measures the visible outputs of every other pillar in this report. It is where wellness, decision quality and presence either show up where it matters or quietly don't.
Where You Are Strong
- Presence in high-stakes moments is consistent.
Where You Can Grow
- Asking for help is reserved for crisis rather than routine.
Areas for Focus
- Saying no to low-value work is hard.
- Coach utilization is below peer benchmark.
AN OPPORTUNITY FOR REFLECTION
What is one low-value commitment you could decline this week, and what would you do with that reclaimed capacity?
Cross-Pillar Patterns
What the pillars say together.
Pillar scores tell you what is happening in each domain. The patterns across them tell you why. Three connections matter most for you: read strengths first, then growth, then focus.
PATTERN 01 · STRENGTHS · SPIRITUAL × MENTAL FOUNDATION
Your strongest foundation is doing real work.
Spiritual at 87% and Mental at 79% are the strongest layers of your overall pattern. This is the foundation everything else can lean on. Protect it. Resist optimizing weaker pillars by stealing time from these two.
PATTERN 02 · GROWTH · LEADER BEHAVIORS × LEADERSHIP IMPACT GAP
The behaviors land; the impact lags.
You score 73% on behaviors and 58% on impact. The 15-point gap suggests your self-assessment of psychological safety exceeds the experience your team reports. This is not a behavior problem. It is a perception calibration opportunity.
PATTERN 03 · FOCUS · ENVIRONMENTAL × LEADERSHIP IMPACT × EMOTIONAL
Three quieter pillars carrying the heaviest load.
These are domains where ambient stress accumulates outside your conscious attention. Each is doing background work on every other pillar's score. Small attention here moves the composite more than effort applied elsewhere.
Reflect · Cross-Pillar
Three questions to bring into your debrief.
Sit with each question before your debrief. Notice the fragments of language, names, and specific moments that surface. Bring those into the conversation with your coach.
What habits, mindsets or daily practices have you employed in your Key Strengths, and which could transfer to a Growth or Focus area?
Which Growth or Focus area, if it shifted by even 10%, would have the largest impact on how you show up for yourself, your family and your team?
What is one specific action you can commit to this week (small enough to keep, specific enough to measure) to begin that shift?
Your 30/60/90 Action Plan
From insight to motion.
A focused 90-day arc prioritizing the 3 focus areas where the most leverage is available. The pages that follow give you space to make this plan your own.
0–30 Days
Notice
- Log one moment of self-criticism per day. Write what you would say to a peer in the same situation.
- List three recurring commitments you'd decline if it weren't for habit. Decline one this month.
- Audit your office. Photograph three things that interrupt focus.
30–60 Days
Adjust
- Practice one new regulation skill (box breathing, somatic check-in) during a difficult conversation.
- Identify the highest-stakes decision pending. Sleep on it before deciding. Note the difference in clarity.
- Redesign one anchor space: your office or your travel kit. Measure focus quality before and after.
60–90 Days
Integrate
- Invite a paired check-in with one trusted colleague to test your self-perception against their experience of you.
- Establish a quarterly coaching or peer-conversation cadence. Treat it as you would a board meeting.
- Reassess all three contexts (home, office, travel) for a sustained set-up that supports the other pillars.
The Next Three Pages
Use the dedicated 30, 60 and 90-day pages that follow to commit your specific actions and reflect.
0–30 Days · Phase One
Notice
Suggested Focus Areas
- Log one moment of self-criticism per day. Write what you would say to a peer in the same situation.
- List three recurring commitments you'd decline if it weren't for habit. Decline one this month.
- Audit your office. Photograph three things that interrupt focus.
My Commitment
When you take the printable version of this report into your debrief, this space is yours to commit your specific actions, dates and small experiments. The web version above is your read-only snapshot.
End of Phase Reflection · Phase One
Capture what shifted.
Sit with these questions as the phase closes. What surfaces here carries into your next planning conversation and your debrief with your coach.
Which of the three commitments has taken hold most easily? Which one has been the hardest to keep? What have you learned about yourself from the difference?
What has shifted in your daily energy or emotional evenness in the last 30 days that you can trace back to one of these commitments?
What have the people closest to you — a partner, a direct report, a candid friend — said about you unprompted during this phase?
If you had to name one commitment worth carrying deeper into Phase 02 exactly as it is, which is it and why?
30–60 Days · Phase Two
Adjust
Suggested Focus Areas
- Practice one new regulation skill (box breathing, somatic check-in) during a difficult conversation.
- Identify the highest-stakes decision pending. Sleep on it before deciding. Note the difference in clarity.
- Redesign one anchor space: your office or your travel kit. Measure focus quality before and after.
My Commitment
When you take the printable version of this report into your debrief, this space is yours to commit your specific actions, dates and small experiments. The web version above is your read-only snapshot.
End of Phase Reflection · Phase Two
Capture what shifted.
Sit with these questions as the phase closes. What surfaces here carries into your next planning conversation and your debrief with your coach.
Of the three practices added in Phase 02, which has moved something visible for you? What specifically did you notice?
What have you observed in your regulation under pressure since Day 30? Where did you catch yourself intervening earlier than you would have before?
What has changed in the quality of your close relationships — the person you now call each week, the presence you now bring to family time?
Which practice has felt most difficult to sustain, and what has that difficulty told you about your own defaults?
60–90 Days · Phase Three
Integrate
Suggested Focus Areas
- Invite a paired check-in with one trusted colleague to test your self-perception against their experience of you.
- Establish a quarterly coaching or peer-conversation cadence. Treat it as you would a board meeting.
- Reassess all three contexts (home, office, travel) for a sustained set-up that supports the other pillars.
My Commitment
When you take the printable version of this report into your debrief, this space is yours to commit your specific actions, dates and small experiments. The web version above is your read-only snapshot.
End of Phase Reflection · Phase Three
Capture what shifted.
Sit with these questions as the phase closes. What surfaces here carries into your next planning conversation and your debrief with your coach.
What is now different about how you show up to high-stakes conversations, compared to Day 1? What specifically has changed — in your body, your thinking, your first response?
What has the person closest to you at home noticed, unprompted, over the last 90 days? Write down the exact phrase they used.
What has a direct report or peer noticed and named? What did they say?
Which pillar has moved the most, and what one behavior most contributed to that movement? What made it possible to sustain?
What are you carrying forward from these 90 days into the next 90 — and what new commitment, if any, is now ready to be added?
CONTINUING MOMENTUM
Your next 90 days.
You have completed one 90-day cycle. The change most likely to last is the change you author yourself. Use the WOOP framework below — Wish, Outcome, Obstacle, Plan — developed by Gabriele Oettingen (NYU) and validated across dozens of behavior-change studies. WOOP works because it pairs the aspiration (what you want) with a specific mental picture of what will get in the way and how you will respond when it does.
Before you begin. Look back at your Phase 03 reflection. Which pillar has moved the most, which commitment produced the most visible change, and what does the person closest to you now say about you unprompted? That is the ground you are building from.
Wish
What key areas from your last 90 days do you want to continue or expand on?
Name the specific practice, behavior or pillar. Make it something you already have some traction on — not a brand-new commitment.
Outcome
What outcome do you expect if you sustain and expand this practice for another 90 days?
Be specific and concrete. Not “better sleep” — “waking without an alarm four mornings out of five.” Not “less reactive” — “handling my next quarterly review conversation without my chest tightening.” Picture it in one clear scene.
Obstacle
What is most likely to get in the way?
Think honestly and specifically. Is it an internal pattern — the default of overriding your own limits when work gets heavy? An external pressure — the quarter-close crunch, the travel schedule, the family season that always compresses your practice time? Name the specific obstacle, not the abstract one.
Plan
When the obstacle shows up, what will you do?
Write this as an if–then statement. If [the specific obstacle happens], then I will [the specific response]. Example: “If a Monday meeting runs long, then I will take a 60-second pause standing at my desk before joining the next call.”
The Research Behind WOOP
Oettingen & Gollwitzer’s Mental Contrasting with Implementation Intentions (MCII) — the formal name for WOOP — has been validated across health behavior, academic performance, workplace performance and relationship contexts. The framework outperforms both positive thinking alone and problem-solving alone because it pairs the desired outcome with a mental rehearsal of the specific obstacle and response. In organizational settings, MCII-based goal-setting produces larger and more sustained behavior change than aspiration-based goal-setting.
Oettingen, G. (2014). Rethinking Positive Thinking. · Duckworth, Grant, Loew, Oettingen & Gollwitzer (2011), Educational Psychology. · Oettingen & Gollwitzer, meta-analytic review of implementation intentions.
Where wellness meets leadership
The report is where the work begins.
Your Next Step
Schedule your session with a Arevita 360 Certified Coach to put your plan into action.
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