Most friction doesn't show up on a P&L. It shows up in how long decisions take, whether mistakes get fixed or defended, whether your best people have room to move.
We measure it.
9,094 stores. $6 billion revenue. GPI 8.55. They had a meeting about the meeting about the threat.
Microsoft denies planning layoffs. Meanwhile, their new RTO mandate starts February 23. The math is simple: make the commute painful enough and people quit. No severance. No headlines. Just friction as a human resources strategy.
Chevron is cutting 20% of its workforce. 8,000 to 9,000 people gone by end of 2026. They call it "simplification." The GPI calls it what it is: a particle system doubling down on control.
GPI doesn't measure sentiment or culture scores. It measures the physical properties of how an org moves. Seven dimensions, each one telling you where energy is leaking.
Explore the frameworkCalcification isn't dysfunction. It's the operating system that built you, running past its environment.
Across every industry, one pattern keeps appearing: the decisions that made the org work are the same ones making it not work. The playbook didn't fail. The terrain shifted. And nobody updated the playbook.
That's not a strategy problem. That's physics.
Read the insightsThe gap between how things should work and how they actually work isn't dysfunction. It's a product. Someone is selling it.
That someone might be you.
Who's calcifying. Who's not. No spam.
32 questions. 8 minutes. Know your score and your highest friction point.
Want to run this on your org? One hour. I map the friction live. First session free.