Structure and domains

1. Overview of the Four Domains

Assessio’s Performance Framework distinguishes between two key behavioral dimensions that form a 2×2 model:

• Strategic ↔ Operative — how people approach time and focus: future-oriented versus present execution.

• Driving ↔ Enabling — how people relate to others: directing and influencing versus involving and supporting.

These two dimensions create four performance domains, each linked to unique leadership behaviors, specialist competencies, and team effects.

2. The Domains Explained

2.1 Strategic Domain

Focus: Long-term orientation, innovation, and adaptability.
Core behaviors:

• Focuses long-term

• Identifies and seizes opportunities

• Drives change

• Supports innovation and creativity

• Develops the team or organization proactively

Example application: Strategic behaviors ensure the organization evolves and adapts to future demands. Leaders in this domain inspire learning and innovation, while specialists focus on analysis, problem-solving, and market foresight.

Competencies:

• Problem Solving

• Entrepreneurial & Commercial

• Embraces Change & Creativity

• Stays Adaptive

Team and organizational effects:

• Increased learning

• Innovation and adaptability

• Long-term focus

• Growth orientation

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2.2 Operative Domain

Focus: Structure, execution, and control.
Core behaviors:

• Organizes and coordinates efforts

• Focuses on short-term delivery

• Controls costs and manages time

• Ensures process discipline and quality

• Evaluates results against goals

Example application: Operative behaviors ensure stability and efficient execution. Leaders and specialists in this domain excel at planning, maintaining control, and securing compliance in complex systems.

Competencies:

• Demonstrates Integrity

• Results Oriented

• Plans & Structures

• Stays Resilient

Team and organizational effects:

• Clear processes and alignment

• Increased coordination and predictability

• Short-term performance and efficiency gains

• Risk management and compliance culture

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2.3 Driving Domain

Focus: Direction, influence, and achievement.
Core behaviors:

• Takes charge and sets expectations

• Sets ambitious targets

• Makes decisions and takes calculated risks

• Pushes others to achieve high standards

• Drives accountability and performance

Example application: Driving behaviors energize teams toward results and clarity. They are crucial in competitive or high-performance contexts where rapid progress and ownership are key.

Competencies:

• Influencing & Inspiring

• Networking

• Initiating Action

• Drives Progress – Ambitious

Team and organizational effects:

• Clear direction and measurable goals

• Individual accountability and drive

• Speed and performance orientation

• Enhanced ownership and momentum

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2.4 Enabling Domain

Focus: Collaboration, trust, and empowerment.
Core behaviors:

• Delegates and gives others space

• Involves and listens to input

• Coaches and supports

• Builds psychological safety and cohesion

• Focuses on collective goals

Example application: Enabling behaviors drive engagement and team performance by empowering others. Leaders in this domain build high-trust cultures; specialists excel in cooperation, transparency, and service orientation.

Competencies:

• Self-Awareness – Humility

• Collaborates with Others

• Fosters Transparency

• Service Oriented

Team and organizational effects:

• Stronger team cohesion and inclusion

• Increased trust and openness

• Higher psychological safety

• Sustainable engagement and retention

 

3. Leadership and Specialist Applications

The same four domains apply across both leadership and specialist roles, with nuanced behavioral expressions:

This integrated design allows Assessio’s products to use a single behavioral taxonomy across assessments, feedback tools, and analytics.

4. Balancing the Domains

The framework emphasizes balance over dominance.
Outstanding performers — whether leaders or specialists — demonstrate the ability to adjust their behavior dynamically:

• Overdoing a domain can create rigidity or excess control.

• Underdoing it can lead to lack of direction or focus.

Assessio’s performance tools (such as the Leadership Feedback model) operationalize this through “Too little – Just right – Too much” feedback scales, helping individuals calibrate their behaviors over time

5. Domains and Strategic Alignment

Each domain correlates with an organizational strategy archetype, providing a way to link behavioral data to business outcomes:

This alignment helps organizations design people strategies that reinforce cultural and performance priorities.

6. Summary