K Kindness

When someone on your team makes a mistake, how is it typically handled?

Blamed or punished, rarely discussed constructively1 Acknowledged but rarely followed up on2 Discussed sometimes, inconsistently handled3 Usually handled with curiosity and a learning focus4 Always handled constructively — growth over blame5

How would you rate the level of psychological safety on your team?

People feel unsafe sharing honest opinions1 Safety exists in some areas but not consistently2 Moderate — most feel comfortable with low-risk topics3 High — most people share freely and feel heard4 Very high — people speak up without fear at all levels5

How often does leadership acknowledge or recognize team contributions?

Rarely — recognition is not part of the culture1 Occasionally and inconsistently2 Sometimes — depends on the leader or team3 Regularly — recognition is a consistent practice4 Always — recognition is embedded in how we operate5

How comfortable are team members sharing concerns or disagreements with leadership?

Very uncomfortable — feedback flows one direction1 Somewhat uncomfortable — few people speak up2 Neutral — some do, many don't3 Fairly comfortable — feedback is welcomed most of the time4 Very comfortable — open dialogue is actively encouraged5

I Inclusivity

How consistently are different perspectives included in major decisions?

Rarely — decisions are made by one or two people1 Occasionally — input is sought but not consistently2 Sometimes — for big decisions but not day-to-day3 Usually — multiple voices are included regularly4 Always — diverse input is built into how decisions get made5

Do all team members have equal access to opportunities, information, and leadership?

No — access is uneven and often based on relationships1 Inconsistent — some gaps exist but go unaddressed2 Mostly — access is fairly even but not intentional3 Yes — access is equitable and tracked4 Absolutely — equitable access is a stated and practiced value5

How well does your team represent and respect diverse backgrounds and experiences?

Diversity is not actively considered or valued1 Some awareness but limited intentional action2 Moderate — respect is present but not deeply embedded3 Strong — diverse backgrounds are genuinely valued4 Excellent — diversity is a strength we actively cultivate5

Are there clear channels for every team member to have their voice heard?

No formal channels — it depends on who you know1 Limited channels — not accessible to everyone2 Some channels exist but are underutilized3 Clear channels exist and people use them4 Multiple accessible channels — everyone knows how to be heard5

N Nurturing

How intentional is your organization about developing people's skills and careers?

Development is left entirely to the individual1 Ad hoc — happens when someone asks for it2 Some structure — annual reviews but not ongoing3 Regular — development conversations and goals are set4 Highly intentional — growth plans for every team member5

Do your managers give regular, meaningful feedback to their direct reports?

Rarely — feedback is almost nonexistent1 Occasionally — mostly during performance reviews2 Sometimes — inconsistent across managers3 Regularly — most managers give ongoing feedback4 Consistently — feedback is frequent, specific, and developmental5

Are team members given opportunities to stretch into new responsibilities?

No — roles are rigid and rarely expand1 Rarely — it happens but is not encouraged2 Sometimes — depends on the manager or role3 Often — stretch assignments are a regular practice4 Always — we actively design roles for growth5

Does your organization invest in developing emerging leaders before they need the skills?

No — people are promoted and expected to figure it out1 Rarely — development happens reactively after problems arise2 Sometimes — for high performers but not systematically3 Yes — we identify and develop future leaders proactively4 Absolutely — leadership pipelines are built and maintained5

D Dynamic

How well does your team adapt when strategies, priorities, or conditions change?

Poorly — change causes significant disruption and resistance1 Inconsistently — some adapt well, others struggle2 Moderately — most adjust eventually3 Well — the team is generally comfortable with change4 Excellently — adaptability is a cultural strength5

Is your culture able to maintain performance during periods of growth or stress?

No — pressure causes culture and performance to break down1 Rarely — stress significantly impacts how people show up2 Sometimes — performance is maintained but culture suffers3 Usually — the team stays mostly on track under pressure4 Yes — our culture is a performance asset, especially under pressure5

How quickly does your team identify and respond to internal problems or breakdowns?

Slowly — problems go unnoticed until they become crises1 Inconsistently — some problems caught early, others not2 Moderately — most issues are addressed but not immediately3 Quickly — the team identifies and escalates issues promptly4 Very quickly — we have systems that surface issues early5

Does your organization regularly review and evolve its culture practices as the business grows?

Never — culture practices have not changed in years1 Rarely — only when something visibly breaks2 Sometimes — reviewed but not consistently acted on3 Regularly — annual or semi-annual culture reviews happen4 Continuously — culture evolution is built into our operating rhythm5

What Is Your Workplace Culture Actually Costing You?