The instrument behind every engagement.
Built from decades of practice and research, for our own work, and not sold as software. It asks the right questions, keeps every answer, and gives leaders something they can act on.
Because the tools we could buy measured the symptom.
A survey tool reports a team mean and moves on. Our method needs every answer, in three perspectives, scored the way our research says it should be. No product did that, so we built one.
Each person's answers stay a pattern of their own. Teams and leaders are read from those patterns.
The perception instrument comes from our own research. The psychological scales are established, published instruments.
The survey and the platform run on servers we operate in Geneva, and the answers are stored on machines of our own, in Switzerland. No outside service is near the answers.
Any perception that matters to you.
The platform is not a fixed questionnaire. It asks every person the question your situation raises, in three perspectives.
Is our culture what we think it is?
The culture people live, the culture they would prefer, and the gap between the two.
Cultural orientation, our own instrument
Do people feel safe to speak up?
Whether people feel safe to raise a concern, take a risk, and admit a mistake.
Psychological safety
Are we losing people quietly?
Energy, dedication, and satisfaction, so you see how many are thriving, how many are coasting, and where the risk sits.
Work engagement, job satisfaction
Do our leaders see themselves as their teams do?
The same question can be asked in three perspectives. The gap between a leader's view and the team's view is where coaching starts.
Three perspectives on the same scale
Do people feel they can act?
Each person's sense of meaning, competence, and impact in their role.
Psychological empowerment
Something else entirely?
Most things that matter can be turned into a scale. We fit one to your context, check it, and score it the same way.
Built for your situation
Why people answer honestly.
Our perception questions have no wrong answers: they ask about priorities and preferences, never about good or bad, so people answer openly and the results can be discussed as a team.
Questions that need protection, such as psychological safety, are shown only for groups, and a small group is never shown. Whatever a survey lets us know, no client and no leader ever learns who answered what. That is not a setting. It is our duty.
A picture we interpret together, and reports leaders can carry into the room.
The picture
Person level patterns, the gaps between perspectives, comparisons between teams and over time. We interpret it with you.
The reports
An executive summary, a team report, and a coaching report per leader, as Word, PDF, or PowerPoint.
Five languages
English, German, French, Italian, and Croatian, so people answer in the language they think in.
Workshops with the room's own data on the wall.
People join from their phones by scanning a code, no app to install, and answer anonymously: the page never asks who they are. Once enough people have answered, the result appears on the wall while the conversation is still open, and no answer is ever shown alone.
Measured at the level of the person. Protected at the level of the person.
Everything a works council or a data protection officer will ask, answered in plain language, and a walkthrough of how it is built before the first engagement.