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G.2

Tool Dependency Mapentry points, follow-ons, and when each tool runs

The seven H3 tools form a system, not a collection. Some are entry points: no prerequisites, use them to start. Others are follow-ons: they take the output of an earlier tool as their input. Knowing the dependencies before you open a tool tells you which tool is next.

Entry  No prerequisites, start here.   Takes output from a previous tool. ↻ Recurring  Run on a cadence, not just once. Situational  Run when the decision is live, not on a schedule.
T01
H3 Self-Assessment Radar
Entry↻ Annual
InputNone. This is the starting point for all individual-track work.
OutputYour H3 shape: which layer is most developed, most neglected, and where the constraint sits. Your dominant intersection (Purpose, Presence, Precision, or Mastery).
FeedsT02, your H3 profile anchors the career map. T05, individual scores inform the team audit.
T02
π Profile & Career Map
Entry
InputT01 output (recommended). Works standalone if you are entering at Part Two and have not yet run T01.
OutputYour current π profile, your target profile two years out, and the specific capability edge that closes the distance between them.
FeedsT03, career clarity sharpens the Branch. T04, capability edge becomes the first quarterly focus.
T03
Branch Decision Card
Situational
InputT02 output (recommended). Can be run standalone at the Branch moment, when both the IC track and the management track are live options.
OutputA diagnosis grounded in observed energy patterns: which signals are IC-strong, which are management-strong, and whether the card result is decisive or mixed.
FeedsNo downstream tool. T03 is a decision point, not a gateway. After the branch is read, return to T02 if the result prompts a revised two-year target.
T04
Quarterly Leadership Cycle
↻ Quarterly
InputT02 (capability edge names the domain to prioritise) + T05 (team health surfaces where the management work is most urgent).
OutputA scored domain health map across the five management domains, a single ninety-day focus, and a Quarterly Focus Card the team can see.
FeedsT06, the domain focus informs where culture work is most needed. T05, the cycle review at ninety days may trigger a fresh team audit.
T05
Team H3 Audit
↻ On team change (every two hires or six months)
InputIndividual T01 scores from the team (recommended). Can be estimated by the manager without individual scores if the team has not run T01.
OutputThe team’s collective H3 shape: which layer the team as a whole over-indexes on, where the gaps sit, and what the next hire needs to address.
FeedsT04, team health informs the domain focus. T06, team shape grounds the culture bridge in observed capability.
T06
Values × Capability Bridge
InputT05 (team shape grounds the capability column) + T04 (the domain focus identifies which value–mechanism pairs to examine first).
OutputA three-column translation: the values the team says it holds › the behavioural mechanisms those values produce › the capabilities those mechanisms activate. Surfaces which values are operational and which are aspirational.
FeedsT04, the bridge result often reveals a domain to prioritise in the next quarterly cycle, closing the loop.
T07
Phase × Layer Map
Entry
InputT01 output (recommended), your dominant H tells you which row to focus on first. Works standalone for any practitioner entering at Chapter 2.
OutputA concrete read of what your layer asks of you across all three phases (down your column), and what the same phase looks like at the layer above you (across your row). The legibility move that lets a junior name what their seniors do.
FeedsT02, the matrix sharpens which craft and leadership shape your career architecture should target. T05, managers use the matrix to read individual scope and team coherence in concrete cell terms.