The process in eight steps

1. Invitation and consent

   The invitation arrives by email. On first sign-in the person reads who gets to see which results and chooses whether their answers feed anonymously into the culture map.

   In practice The invitation email links the information page for team members before the sign-in link, so everyone knows what to expect before they start.

2. Questionnaire

   Questions come a page at a time. You can stop whenever you like and pick up later; the 120 statements of the longest questionnaire take about twenty minutes.

   In practice Each page is saved as you move on. No clock is running, and the questionnaire works without JavaScript too.

3. Own profile first

   Each person gets their profile in everyday language. A band on every score shows how precisely it was measured.

   In practice The profile is available to the person as soon as they finish the questionnaire. Whether and with whom to share it is up to them.

4. Sharing

   Anyone who wants to can share parts of their profile, for example the five main dimensions with their lead. An overview lists what has been shared with whom.

   In practice Shares last until the person ends them. The only default is the anonymous contribution to the culture map.

5. Culture map

   For eight topics the map shows how the team experiences its culture today and how it would like it to be, each with median and spread. A good place to start the team conversation is the topic where the answers are furthest apart.

   In practice The map appears once five people have answered, so that no single answer can be traced back.

6. Pair view

   Two people who work closely together can open a shared pair view. It holds at most three observations, each with an everyday situation, the scores behind it and a suggested agreement.

   In practice The view only exists once both have agreed to it. Before an agreement is recorded, both confirm that they read the text together.

7. Delegation and development

   For each area of responsibility, lead and team member rate competence and commitment together. Development goals follow from that, tied to behaviour you can observe.

   In practice Goals are written together, and each person has at most two active at a time. Moving up a rung takes dated evidence; a personality score is never a goal in itself.

8. Re-test

   Anyone can repeat their profile with a short questionnaire of 20 statements, ideally about eighteen months later. The earlier and the new result appear as two bands on the same axis.

   In practice If the bands overlap, it says “stable”; otherwise “higher than before” or “lower than before”. It never says better or worse.

Join the waitlist

Beta later in 2026, with a guided start for pilot teams