Frequently Asked Questions

People + Performance helps organizations close the gap between strategy and execution. It addresses disengagement, unclear priorities, and misaligned leadership that cause effort to be wasted and results to fall short.

OKRs and performance tools track goals. People + Performance focuses on how people execute, learn, and lead while pursuing those goals. It connects outcomes, leadership behavior, and learning instead of just measuring activity.

It is designed for CEOs, leaders, managers, and HR teams who want aligned execution without micromanagement. It supports both leadership development and measurable business results.

Managers gain clarity on priorities, visibility into progress, and structured feedback on leadership impact. This helps them decide when to continue, adjust, or stop initiatives without losing alignment or autonomy.

It links goals, delivery timelines, and outcomes to business drivers like revenue, cost, and customer satisfaction. This shows whether effort is creating value and where execution is breaking down.

No. It works alongside your existing systems like HR platforms, CRMs, and planning tools. It connects insights across them instead of replacing them.

Most organizations see clearer alignment and better decision-making within a few weeks. Measurable impact follows as teams adopt clearer priorities and feedback cycles.

By improving clarity, reducing wasted effort, and encouraging honest feedback, teams spend less time reacting and more time focusing on meaningful work.

Yes. It works across all departments and creates a shared execution language while respecting different team dynamics.

The 360° assessment evaluates leaders across 19 competencies. Leaders complete a self-assessment, while managers, peers, and direct reports answer the same questions. This creates a clear view of perceived vs actual leadership impact.

Any people manager or emerging leader. Raters typically include a manager, 3 to 8 peers, and 3 to 10 direct reports.

Implementation usually takes 1 to 2 weeks. We handle setup, communication, and follow-ups.

Most participants complete it in 3 to 5 minutes.

Yes. All feedback is anonymous to ensure honesty and reliable insights.

We measure 19 leadership competencies across four dimensions: self-management, people relationships, organizational influence, and system impact.

No. The methodology is fixed and validated to ensure consistency and comparability.

Leaders receive individual reports with strengths, risks, blind spots, and action plans. HR receives aggregated insights, discrepancies, and progress tracking across teams.

It reveals blind spots. Large gaps often indicate misalignment that impacts performance, engagement, and retention.

It provides clear insights, reflection questions, and priority areas. Development happens outside the platform through coaching or training.

All data is encrypted in transit and at rest. Access is controlled and follows modern security standards.

Yes. The platform supports English, Spanish, and Portuguese.

Most organizations run it every 6 to 12 months, depending on how quickly leaders act on feedback.

Yes. Many companies start with one leader and scale after validation.

Pricing is based on the number of leaders using the platform. This keeps costs predictable and aligned with leadership scope.

Yes. You can start with either, but the strongest results come when both are used together.

The methodology was developed by Fundação Dom Cabral, ranked among the top global executive education institutions. It is published in the Journal of Scientific Management and Tourism.

Yes. DeTask® is registered with the United States Patent and Trademark Office (USPTO).