An executive assessment can gather useful information from several sources: a conversation, observations from colleagues, work records and, where appropriate, qualified health assessment. The method should fit the question being asked.
Calling a method biofeedback does not establish what it measures or whether its interpretation is reliable.
Distinguish different practices
Instrumented biofeedback records a defined physiological signal. Applied Kinesiology uses muscle responses in a different assessment approach. Evidence concerning one method cannot automatically validate the other.
A blinded randomized experiment did not establish reliable diagnostic performance for the AK task it examined. It offers no basis for claiming that muscle testing can accurately measure an executive's hidden cognitive constraints.
If a provider makes that claim, ask for evidence about that specific use, rather than research showing that stress affects the body generally.
Keep the business assessment observable
Define the problem in the work. Examine delayed decisions, unclear authority or recurring rework using records and the accounts of people involved. Self-report has limits, but so do other methods; combining sources can help expose discrepancies.
A proprietary interpretation should remain open to correction. The useful result is an explanation that fits the evidence and leads to a testable change, with clear boundaries between advisory work and clinical diagnosis.
