The precision leadership diagnostic built for organisations that take manager quality seriously. For Guide Dogs UK — 2,000+ employees, one mission, zero room for guesswork.
Most organisations assume their managers are performing. Most are wrong. The evidence is consistent, cross-sector, and uncomfortable: the gap between what leaders think they deliver and what employees actually experience is one of the most costly and ignored problems in HR.
For a charity like Guide Dogs — where mission alignment, retention, and staff wellbeing are existential — the quality of every line manager shapes everything. Not just engagement scores. Outcomes. Donations. The work itself.
Anonymous 50-question survey sent to direct reports. Takes 5 minutes. Mobile-optimised. No login required.
Completely anonymous. Questions mapped to 10 competencies. Honest feedback, safely given.
Results scored across all 10 building blocks. Drill-down to individual question level. Aggregate org data compiled.
Each manager receives a personalised PDF: strengths, development areas, actionable guidance and tips per competency.
You get the full picture. Aggregate data across all managers. Spot patterns, prioritise interventions, evidence investment.
Every question in BAT maps to one of 10 rigorously defined competencies that separate great managers from average ones. Not generic. Not theoretical. Built from decades of research into what employees actually need.
Together, they form the Great Boss Building Block™ Model — the diagnostic spine of BAT. When Guide Dogs deploys BAT, you'll see exactly which building blocks your managers have mastered and which need work.
Individual manager reports are valuable. But as the HR or L&D leader at Guide Dogs, you need the strategic picture. BAT's executive summary gives you exactly that — aggregate scores across every competency, across every manager, across the whole organisation.
That means you can prioritise interventions that will move the needle most. You can evidence ROI to your board. You can track improvement across survey cycles. And you can show stakeholders that the £ spent on people development is grounded in data, not instinct.
[TESTIMONIAL PLACEHOLDER — Guide Dogs pilot quote coming soon]
HR Leader · Guide Dogs UK
No pitch decks. No lengthy procurement. Just a conversation about what Guide Dogs needs from its managers — and whether BAT is the right precision instrument to surface it.