HOW TO DECISION MAPPING
1
What is a Decision Power Profile?
2
Step-by-step: run a mapping session
3
What you will learn from aggregated data
4
What's next
This is a practical walkthrough
This is a practical walkthrough of how to map Decision Profiles across your organisation. If you're new to the concept, start here for the overview. Otherwise, this guide walks you through every step: notifying your people, adding them to the platform, understanding individual profiles, and building groups and panels that work.
STEP 1
What is a Decision Power Profile?
A Decision Power Profile describes how a person makes decisions — what they pay attention to, what they tend to overlook, and how they build confidence under pressure. Each profile maps across seven decision styles.
Achiever
Outcome driven. Goal-focused and decisive.
Collaborator
Draws on others' strengths to co-create better outcomes.
Visionary
Big-picture thinker. Bold and future-focused.
Analyzer
Evidence driven and precise. Digs deep before deciding.
Deliverer
Process-driven and expert. Focused on execution.
Guardian
Risk-aware and steady. Protects long-term thinking.
Explorer
Looking for options. Always surfacing new possibilities.
STEP2
Step-by-step: how to run a Decision Mapping session
01
Name your Groups and Panels
Create a group inside your private organisational space and give the group a name that reflects the team or decision context.
02
Add your people
Add team members by email. Each person will receive an email inviting them to complete their individual Decision Profile — around four minutes each.
03
Decision Power Profiles
As profiles come in, review each person's decision style breakdown to understand how they approach decisions.
04
Understand your team's decision DNA
Combine profiles to see the collective mix — where thinking clusters, and which perspectives are structurally absent.
WALKTHROUGH
A: Notify Your People
Before anyone receives their Decision Profile invitation, it’s important to let them know what’s coming and why.
A short heads-up email significantly increases completion rates and helps people engage with the process in the right frame of mind.
This isn’t a survey.
It’s about understanding how different perspectives shape decisions — and making better use of them.
Send the pre-email first
Send this email before Wizer invitations go out.
What this does well:
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Sets context
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Reduces scepticism
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Increases trust and completion
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Signals that this matters
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👉 Use the pre-email template (slide 3) below in the deck
Follow up after 3 days
Not everyone will complete their profile straight away — that’s normal.
A short follow-up email, sent 3 days later, typically lifts completion rates without adding pressure.
👉 Use the follow-up email template (slide 4) in the deck
What to expect
Once people complete their profiles:
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Check who has not completed their profile so you can follow them up
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You’ll start to see decision-making strengths emerge
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Patterns will form across teams or groups
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You’ll be better positioned to shape decision panels deliberately
Download Wizer's Onboarding Deck here
A WALKTHROUGH
Everything starts here.
To map your organisation’s decision-making landscape, you first need to invite your people to complete their Decision Power Profile—a short assessment that uncovers how they approach decisions.
How to do it:
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From your Wizer Menu on the left click "People.”
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You can upload a CSV, send invites via email (DOWNLOAD THE CSV here)
To learn more about people access visit Wizer Platform Walk through here
Each person will receive and email and be prompted to complete their profile (takes under 4 minutes).
After completing your Decision Profile, your team will see which of the seven decision-making archetypes best reflects their individual approach. This includes insights into how you typically assess information, collaborate, and act on decisions.
Watch this video at 2.55 to see how to add Your People
C: Understanding Individual Profiles
As profiles come in, your Wizer dashboard will begin to populate with live data.
Individuals will be able to view their individual profiles and understand their decision making strengths and weaknesses, how they collaborate and decide
Here is a video on how to interpret the Individual Decision Profiles. Feel free to share this video with your people.
D: Build Groups and Set Up Panels
Now that your data is live, it’s time to start creating teams and panels around the real decisions you’re making. These can be department-based, cross-functional, or purpose-built for a specific challenge.
Why it matters: Creating panels allows you to see how well-balanced a group is—whether you have too much overlap, missing cognitive styles, or an opportunity to improve group performance by adjusting who’s in the room.
How to do it:
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Go to your Dashboard
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Click “Create Group” (a team) or “Create Panel” (a project)
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Select the individuals you want to include (search by name)
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ive the group a name (e.g. "Product Strategy," "Executive Team")
You can create as many teams or panels as needed—departments, projects, initiatives, or anything in between.
What you’ll learn:
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The cognitive and decision-style breakdown of each group
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Gaps in diversity of thought, like missing risk or outcome-oriented voices
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Where you’re over-indexed (e.g. too many Visionaries, not enough Deliverers)
Panels are dynamic—once created, you can run live decisions, monitor engagement, and adjust as your team evolves.
3. What You’ll Learn From Your Organisation's Aggregated Data
Organisations will be able to see:
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See how many people fall into each of the 7 Decision Power Profiles
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View individual profiles to understand how people think, collaborate, and decide
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Begin identifying trends, gaps, or clustering across your teams
This is your organisation’s decision DNA in motion.
The more people who complete their Decision Power Profile, the richer your insight becomes.
From your Company Profile, you can:
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See decision profiles by team
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Understand the cognitive diversity across your organisation—risk, process, people, outcomes, and more
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Spot where specific styles are underrepresented or overrepresented
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Use the Inclusivity View to assess internal vs. external participation across roles and functions
These insights offer a high-level map of how your organisation thinks—and where it might need balance.
WHAT'S NEXT
From mapping to live decisions
Mapping is the foundation, not the endpoint. Your decision map becomes a living organisational asset — used to design decision panels, identify hidden talent, onboard people into the right decision contexts, and track how your decision DNA evolves. From here, Panel Strength and the Live Decision Science tool apply mapping to specific, real decisions.
