A short read, not the full instrument
Map the behaviors that define the culture, not the one on the poster
Write down what actually happens. Say what each one does to results, and how safe it is to challenge. Those two together are the finding: what costs you and cannot be named is the culture.
Your rows
Write what actually happens where you work. Nothing is rated for you, and nothing arrives in the list unless you put it there: the twelve below are common behaviors to recognize or ignore, not a description of your organization.
Usually costly
Hard to find an organization these help.
Depends on the context
Genuinely either. The same behavior is right in one organization and expensive in the next.
Usually helps
Hard to find an organization these cost.
The three headings are how these twelve usually work out: a general view, never a reading of your organization. Where it disagrees with your own answer the page says so and leaves it there.
Rate the effect and how safe it is to challenge, and the reading appears here.
Rate the effect and how safe it is to challenge, and the reading appears here.
Rate the effect and how safe it is to challenge, and the reading appears here.
On effect, the sign is the point rather than the size: a minus means the behavior costs you results, a plus means it wins them, and zero means it does neither. Only the direction is read below.
Frequency is recorded and deliberately changes nothing below. A costly behavior that cannot be named is worth raising whether it happens daily or twice a year, and weighting it would let a rare one look harmless.
What your rows say
Nothing yet
Name one behavior and rate both scales, and it appears here.
What this is not
One person’s read is the smaller half
This is your own list, rated by you. The version we run asks a whole team and compares the answers, and the distance between them is usually the finding: what one person can safely challenge is not what everybody can.
Nothing you typed left your browser. There is no form on this page and nothing was stored. The other short read is the leadership gap, or more of the thinking, or Lead2Coach on LinkedIn.