Culture Signals
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The culture survey told you everything was fine.
Then your best people left.

Culture Signals tells you what’s actually going on with your team. A few questions, and an answer you can use on Tuesday.

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How it works

Seven Signals of a healthy team, answered by you, your team, and your boss.

Every Signal is a balance. Lean too far either way and it costs you. Calibrated, the middle, is the target.

01

Ownership

How responsibility moves through your team.

Lean one way and nobody takes the call, so work stalls. Lean the other and everything routes through you while the team waits.

Calibrated: The people closest to the work make the call and cover for each other. You can step away without the team going quiet.

02

Candor

Whether your team can say the hard thing and keep the relationship.

Too soft and the truth never lands. Too sharp and people stop speaking up.

Calibrated: Hard things get said, they land, and people still feel respected. Problems surface before they turn into crises.

03

Clarity

Whether your people see where the team is going well enough to act without checking first.

Too fuzzy and priorities blur. Too closed and the whole picture lives in one head.

Calibrated: People connect their own work to the direction and make real calls on their own.

04

Capacity

Whether the team can take on what's next without dropping what it's already carrying.

Too closed and nothing new gets in. Too open and commitments start slipping before anyone names it.

Calibrated: The team reaches for new work and still delivers what it promised. Its yes and its no both hold.

05

Energy

Whether the pace matches the work or drains the people doing it.

Too slow and your best people coast, then check out. Too hard and the strongest break first.

Calibrated: Real drive with real recovery. The team can absorb a surge without coming apart.

06

Vitality

Whether the team renews what it does or gets stuck.

Stuck one way looks like clinging to how it's always been done. Stuck the other looks like nothing staying in place long enough to know whether it worked.

Calibrated: The team keeps what works, lets go of what doesn't, and change actually lands.

07

Trust

Whether the conditions for people to be honest with each other exist at all. It sits underneath Candor.

Too little and everyone guards themselves and assumes the worst before asking. Too much and the team closes ranks, and disagreeing starts to feel like betrayal.

Calibrated: People count on each other and can still be separate people. Saying the hard thing costs nothing, and taking a real risk together feels safe. It's what the other six run on.

Three answers, one team

You. Your team. Your boss.

You, your team, and your boss each answer every Signal. Where all three agree, you’ve learned something. Where they don’t, you’ve learned more.

  • You

    How you'd describe it.

  • Your team

    How the people who work for you would describe it.

  • Your boss

    How it looks from a level up.

The blind spot

The blind spot is a Signal.

A senior leader rated his team strong on Candor, and from where he sat, that was true. People spoke up in meetings. Hard calls got made. Nothing looked like it was getting buried. His team, sitting in those same rooms, rated it weak. So did his boss.

He never saw the gap. The gap is the thing worth seeing.

That’s what Culture Signals is for: closing the distance between what you see and what your people are already living with. That distance costs you something real, and you can usually name it once you’re looking. The meetings that circle. The decisions you make twice. The person who quit before you ever understood why.

What you get

What’s going on. What you’re missing. What to do next.

Three things, in plain English, ready for your next conversation with the team.

01

What's going on

One paragraph. No jargon. About this team, right now.

02

Your blind spot

The place where you, your team, and your boss don't see the same thing. Said plainly.

03

What to do next

One move, based on what your people actually said.

Sample · details changed · from the June 2026 pre-alpha
“This team believes in the work, and nobody’s had to be asked to say so. But nearly everything that matters still starts with the leader: she takes it or she assigns it, the team waits, and she reads them as more worn down than they say they are. A team this careful won’t be the one to tell her she’s the bottleneck.”

That’s the opening of a real one. The full version runs longer and includes where the three answers split, what it’s costing, and the one move that shifts the most at once.

Where this comes from

Grounded in research. Built in the room.

The seven Signals aren’t invented for this product. They’re the patterns that keep showing up with senior teams, and they line up with leadership research that’s been around a long time. Leaders Rising Network has been in those rooms for years.

Research-informed. The evidence base is still small, and it grows with every team that runs it.

Powered by Leaders Rising Network

Early access

Request early access.

Culture Signals is in private beta. Access opens in rounds, and everyone who gets in gets a real conversation about what came back.

One email when the next round opens.

What people are asking

Plain answers.