The performance model behind every GPS Leadership engagement.
What TP3 is. TP3 is GPS Leadership's performance model: Trust, Proactivity and Productivity, which together drive profitability. Each dimension gates the next: where trust is low, leaders withhold information and execution slows; where proactivity is low, every decision escalates; where productivity is low, effort produces activity rather than outcomes.
When trust is low, people withhold the information you need, and you find out late.
Leaders who believe a decision will stand are willing to make one. Without it, every decision escalates.
The systems and processes the work runs on. When they help, effort turns into outcomes. When they get in the way, a willing team still slows down.
Most leadership models give you a list. A list tells you everything and therefore tells you nothing, because it does not say what to do first. TP3 is ordered on purpose.
Trust comes first because nothing downstream works without it. When trust is low, people withhold the information you need to decide well, and you find out late. Proactivity comes second because it is what trust makes possible: leaders who believe a decision will stand are willing to make one.
Productivity is about the systems and processes the organization runs on. A team can trust each other, want to get the work done and be moving as fast as it can, and still be held back by processes that do not work, that add layers nobody needs, or that do not exist at all, so people are left guessing. When that happens, profitability slows down with it. That is why you need all three: trust and proactivity make a team willing to move, and productive systems let that effort become results.
The order still matters. Fixing processes for a team that does not trust each other is wasted effort, because people will work around the new system the same way they worked around the old one. It is the most common mistake we see.
In the 14-Day Executive Leadership Diagnostic, each pillar is rated by the leader's direct reports, peers and key stakeholders. Responses are anonymous and reported in groups of at least three, so no individual can be singled out.
What counts is how those people experience the leader. A leader's opinion of their own behavior does not change what their team lives with every day, so it is recorded as context and never treated as the measure. The useful finding is rarely that a leader is disliked. It is that people respect them and experience one specific behavior as costly, and knowing exactly which behavior is what makes it fixable in 90 days.
TP3 is the spine of every GPS engagement. It is used at diagnosis to find where the leak is, and again at goal-setting to pick the one pillar a 90-day sprint will anchor on.
If you are choosing between candidates for a senior seat, the same model gives you a comparable read on each of them, which is a different question from who you like working with.
The 14-Day Executive Leadership Diagnostic measures all three pillars through the people who work with you.
GPS Leadership Solutions helps CEOs and executive teams find out where their organization is bottlenecked and fix it. Our work centers on the 14-Day Executive Leadership Diagnostic: we identify the real bottleneck, then give the executive team a strategic plan and the tools to implement the changes that increase speed, effectiveness and profitability. We support implementation through executive coaching, retreats and workshops, and we run it through the Executive Impact System, which gives leaders an automated, metrics-based way to track behavior change and hold the organization accountable to what it agreed. Based in Woodbridge, Virginia and Washington, D.C.
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