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 Monday.

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How it works

Seven Signals. Three answers. One team: yours.

Seven Signals of a healthy team. Every one of them is a balance. Lean too far either way and it costs you. Dialed in 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.

Dialed in: 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.

Dialed in: 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.

Dialed in: People connect their own work to the direction and make real calls on their own. You can't fix what you can't see, and neither can they.

04

Capacity

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

Too closed and growth stalls. Too open and commitments start slipping before anyone names it.

Dialed in: 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.

Dialed in: 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 chasing every new idea and finishing none.

Dialed in: 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.

Dialed in: 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.

Every Signal gets answered three times over. 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 is a Signal

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 this 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. Most leaders come back to this one. It’s built for that.

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
“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.

Provenance: drawn from the June 2026 pre-alpha.

Where this comes from

Grounded in Research. Built on Reality.

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.

The plain version: research-informed and client-validated. Those two words are picked carefully. They’re the ones the work actually supports.

Powered by Leaders Rising Network

Early access

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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.