HARI L™ · For people leaders
AI decides about your people. Who governs it? You do.
HARI L™ is the assessment built for people leaders. It measures what you actually do when AI shapes hiring, performance, pay and role changes on your team, and then helps you get better at it.
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- Critical Risk 0–39
- Developing 40–54
- Progressing 55–69
- Governed 70–84
- Leading Practice 85–100
- Assessment, one question at a time
- 25 min
- Leadership habits in three pairs
- 6
- Debrief with an ICF-credentialed coach
- 60 min
- Plan you own, then reassess
- 90 days
- APO global average score (0–100)
- 52
Who governs the leader who governs the AI?
Three questions most leaders answer quickly.
Leaders tend to answer these with confidence. Their teams’ answers often don’t match.
Structure
Who is accountable when an AI-assisted decision about one of your people goes wrong?
Voice
Can someone on your team challenge an AI output without it costing them?
Trust
Would you notice if a tool were quietly disadvantaging one group?
Others measure whether leaders understand AI. HARI L™ measures whether they protect their people from it.
Check yourself in 3 minutesWhat sets it apart
- Built for people leaders, including middle managers, not only boards or AI chiefs
- Scoped to people decisions: hiring, performance, pay, development and role change
- Measures practice, not knowledge: what you do under time pressure, with questions designed to catch shortcuts
- A coach, not just a report: a 60-minute debrief with an ICF-credentialed coach
- Proves change: retake at day 90, and see whether your team noticed
It does not measure
- General AI literacy or technical skill
- Organizational AI readiness (that is HARI™)
- Technology or data infrastructure
The six habits
Three pairs. Six habits. One honest picture.
The pairs matter as much as the habits: a leader with strong accountability but weak psychological safety has an owner for every decision, and may still be the last to hear when something goes wrong.
- StructureWho owns it, and who checks it
- VoiceWho learns, and who speaks up
- TrustWho knows, and who is treated fairly
Structure · Habit 1 of 6
Accountability
You can name the owner of every AI-assisted decision about your people, and “the system decided” is never the answer.
A question from the assessment
“I can clearly state who is accountable, by name, for each AI-influenced people decision in my team.”
Leaders choose the level that describes what they actually do
- 0No practice
- 25Aware
- 50Partial
- 75Consistent
- 100Embedded
Structure · Habit 2 of 6
Oversight
A person genuinely reviews AI recommendations before they affect someone, and you notice when that review drifts into a click.
A question from the assessment
“When I receive an AI recommendation about one of my team members, I genuinely review, and sometimes override, it based on my own knowledge and judgment.”
Leaders choose the level that describes what they actually do
- 0No practice
- 25Aware
- 50Partial
- 75Consistent
- 100Embedded
Voice · Habit 3 of 6
Learning Agility
You use the tools your team relies on, on real work, so you know where they fail.
A question from the assessment
“I actively experiment with AI tools and integrate new capabilities into my own work within weeks of encountering them.”
Leaders choose the level that describes what they actually do
- 0No practice
- 25Aware
- 50Partial
- 75Consistent
- 100Embedded
Voice · Habit 4 of 6
Psychological Safety
Your team can tell you the AI is wrong, and it doesn’t cost them.
A question from the assessment
“My team members feel genuinely safe raising concerns, questions, or objections about AI tools, without fear of being seen as resistant or difficult.”
Leaders choose the level that describes what they actually do
- 0No practice
- 25Aware
- 50Partial
- 75Consistent
- 100Embedded
Trust · Habit 5 of 6
Transparency
The people affected know where AI touches decisions about them, and can ask a human to explain.
A question from the assessment
“I proactively tell my team members when an AI system has been involved in a decision I’ve made about them.”
Leaders choose the level that describes what they actually do
- 0No practice
- 25Aware
- 50Partial
- 75Consistent
- 100Embedded
Trust · Habit 6 of 6
Inclusion & Equity
You check whether AI outcomes differ across groups before anyone has to complain.
A question from the assessment
“I actively check whether AI recommendations about my team show patterns that could disadvantage particular demographic groups.”
Leaders choose the level that describes what they actually do
- 0No practice
- 25Aware
- 50Partial
- 75Consistent
- 100Embedded
Free · 3 minutes · Nothing is sent or stored
The Oversight Check
Six quick questions, one per habit. You’ll see which habit is most likely your blind spot. The full HARI L™ assessment goes far deeper.
Your Leadership Card
Move the sliders. Watch the card change.
Try a profile and see how the card responds: the overall score, the band and where your 90-day focus would land. Illustrative only, not the assessment’s scoring model.
19 points above the APO global average of 52
- Accountability82
- Oversight76
- Learning Agility70
- Psychological Safety58
- Transparency74
- Inclusion & Equity64
90-day focus: Psychological Safety · reassess at day 90
A low band is not a verdict on someone as a leader. It shows where AI already shapes decisions in their area faster than their oversight has developed, and every habit comes with concrete next steps.
One page. Confidential to you.
Your Leadership Card sums up the result in a form you can act on. You choose whether to share it with your manager or coach.
Cohort engagements also produce an aggregate view for the sponsor, with no individual scores.
- 1
Governance score and band
0–100 across the six habits, against the global average and, once 5 or more colleagues have taken it, your organization’s
- 2
Habit profile
A score and maturity level for each of the six habits
- 3
Gap register
Every question where your practice falls short, ranked by priority
- 4
A coaching conversation
60 minutes with an ICF-credentialed coach who agrees with you what you’ll actually do
- 5
90-day plan
This week, then 30, 60 and 90 days. Only the actions you agreed.
- 6
Development pathway
The APF ARHL™ certification level that matches your result
How it works
From invitation to visible change in 90 days.
- 1
Invitation
You’re invited
By your coach, your organization, or from the waitlist. Sign in with a secure email link; no password needed.
- 2
25 minutes
The assessment
30 questions, one at a time, with progress saved as you go. Answer for what you do, not what you intend.
- 3
60 minutes
Coaching debrief
Your coach walks through each habit with you. Together you choose one focus and agree what changes this week.
- 4
Week 1–2 · Optional
Team pulse2027
If you choose, invite your team to a 2-minute anonymous pulse. You see results only once 5 or more have answered.
- 5
Day 90
Did it change?
Retake the assessment, and your team retakes the pulse. See whether you moved, and whether they noticed.
A score is a starting point. The conversation is the product.
Every assessment includes a 60-minute debrief with an ICF-credentialed coach, structured around your own habit profile.
- Coaches can be from Agile PeopleOps, your internal coaching team, or an external partner
- The coach explores each gap, then agrees with you what you will actually do
- Only the agreed actions go into your 90-day plan
- Coaches do not report individual findings to your employer
- The team pulse is always your choice, never HR’s
Who sees what
Your results are yours.
Leaders answer honestly when they know who can see their answers. HARI L™ is a development tool and is never used for performance reviews or pay. Choose a role to see exactly what it can see.
You
Everything: results, gaps, plan and Leadership Card. You decide whether to share your card.
Your coach
Your results, because you are working together. No one else’s.
Your organization
Who has completed it, plus group averages only once 5 or more leaders have taken part. Never your scores or answers.
Your team
Nothing of yours. If you run a team pulse, their answers are anonymous, pooled, and shown only once 5 or more have answered.
The APO global average is currently 52 / 100. Every result is shown against it, and against your organization’s average once 5 or more of its leaders have taken part. A score below 52 is common and is where coaching adds most.
Join the founding cohort
Leaders who complete HARI L™ in its first year form its founding cohort. Their anonymized results shape the first State of Leadership AI Governance in Asia report.
Coaching
ICF-credentialed coaches
Every debrief is led by a credentialed coach trained in HARI L™.
Benchmark
Global and Asia-Pacific
Every result is compared with the global average, with an Asia-Pacific benchmark growing as the cohort completes.
Research
An annual report
Anonymized findings published each year, so leaders and boards can see where practice is heading.
For CHROs, boards and sponsors
Bringing HARI L™ to your leadership team
“Can you name the leader accountable for a specific AI-assisted decision about one of our people, and show that they governed it?”
Boards used to ask whether an AI policy existed. Now they ask for evidence of practice. Organizations review their AI systems carefully; very few review the leaders who approve and oversee them every day. HARI L™ gives each leader private coaching, and gives you evidence without exposing anyone.
Your HR or IT admin invites the leaders. Each takes the 25-minute assessment and a 60-minute coached debrief with APO, your internal coaches or a partner. Leaders may add a team pulse. Everyone reassesses at day 90.
What you receive
- Completion and coaching records for the cohort
- Cohort averages across the six habits, against the global benchmark
- Results shown only once 5 or more leaders have taken part
- Day-90 reassessment for every leader
- Never an individual’s scores or answers
Audit committees
Evidence, not statements
Oversight bodies want to see which named leaders oversee AI-influenced people decisions, and how.
Regulation
Oversight needs competent people
The EU AI Act treats many AI uses in hiring and managing people as high-risk, and expects human oversight by people with the necessary competence, training and authority.
Risk
Failures arrive suddenly
A biased screen or an unexplained decision becomes a grievance, a headline or a regulator’s letter overnight. Practice has to be in place before then.
Recommended for boards
Leadership Readiness Assessment
Assessment + coaching + 90-day plan · a cohort of five or more leaders
- Personal invitation and assessment for each leader
- 60-minute ICF-credentialed debrief for each leader
- Individual Leadership Card and 90-day plan
- Day-90 reassessment
- Aggregate view for the CHRO or sponsor, with no individual scores
AI Governance Readiness Sprint
Assessment + implementation + board package · scoped to cohort size and board timeline
- Everything in the Leadership Readiness Assessment
- APO-led 90-day implementation support
- Board-ready aggregate summary and executive synthesis
- Guidance on the practice shifts that matter most
When HARI L™ is not the right fit
- AI does not yet influence people decisions in the function. Come back in six to nine months.
- You want to assess your organization, not individual leaders. That is what HARI™ is for: ask us about HARI™.
- Scores would be used in performance reviews or pay decisions. HARI L™ is a development tool only.
- The leadership team is mid-restructure or going through M&A.
Questions
Before you start.
Is this a performance review?
No. HARI L™ is a development tool. Your organization never sees your individual scores, and the results must not be used for performance or pay decisions.
How is this different from a 360?
A 360 asks many people about many things. HARI L™ starts with you, focuses only on how you govern AI decisions about your people, and adds a coaching conversation. Your team comes in later, if you choose, to see whether they notice the change.
How is HARI L™ different from HARI™?
HARI™ assesses an organization’s readiness for a human-AI workforce. HARI L™ assesses an individual leader’s own practice. Many organizations use both.
Why is it invitation-only?
Every assessment includes a coached debrief, so places follow coach availability. Request an invitation and we’ll invite you as places open, or ask your coach or organization to invite you.
What if my score is low?
A low score is common, and it’s where coaching helps most. It shows where AI is shaping decisions in your area faster than your oversight has grown, and every habit comes with concrete next steps.
Can I share my result?
Yes, if you want to. Your Leadership Card is yours to share with your manager or coach.
Request an invitation
Tell us a little about you. We’ll invite you as founding cohort places open.
Already invited? Sign in to your assessment · Buying for a group of leaders? Talk to us