9-Practice Quick Scan
Rate each statement 1–5 (1 = Strongly Disagree, 5 = Strongly Agree)
Build Culture Intentionally
Everyone can say why we exist, not just what we do.
New people are deliberately brought into our culture, not just onboarded.
We confront culture-eroding behavior instead of tolerating it.
Build a Team of Selfless Leaders
Leaders put the team's needs ahead of their own, visibly.
Leaders admit mistakes and ask for input instead of having every answer.
People feel genuinely cared for by those they report to.
Select the Right People
We know what “right” looks like before we start hiring.
We hire for character and fit, not just résumé.
We'd leave a seat empty before hiring a toxic high performer.
Embrace Strong People
People can challenge ideas and push back without it hurting them.
We address performance problems early and directly, with care.
Nobody wins here by making someone else lose.
Enforce High Standards
The standards we talk about are the ones we actually check.
Accountability flows up and sideways, not just down.
Small slips get corrected before they become the norm.
Collaborate Deliberately
Big decisions draw on more than the same few voices.
Leaders go see reality themselves, not just filtered reports.
People aren't blindsided by decisions that affect them.
Build a Decision Machine
Decisions get made in time, not stalled waiting for certainty.
Authority sits with whoever has the information, not the title.
We move fast on reversible calls, slow only on irreversible ones.
Improve Continuously
Anyone can flag a problem and it gets fixed, not worked around.
We develop successors so no role depends on one person.
We measure what matters, not just what's easy to count.
Take Risks & Embrace Failure
People take smart risks without fear of punishment for a good try.
Failures are treated as lessons, not as someone to blame.
We debrief events and actually capture what we learned.