Every leadership team runs on a picture of its own organization: the culture we’ve built, the strategy everyone understands, the way work really gets done. The Ground Truth Survey tests that picture against the only source that counts — the people who live in it every day. Nine research-grounded conditions, two perspectives, and a clear map of where they diverge: the blind spots worth a conversation and the hidden strengths worth amplifying.

Built on the TeamLMI three-pillar model, it works like a 360 for your whole organization — useful whether the year ahead holds a growth push, a leadership transition, a culture reset, or simply the discipline of checking your assumptions annually.

How it works

See it before you buy it

Download sample pages (PDF) — three of the report’s thirteen pages, rendered from simulated data

The complete report is built to be debriefed, not just read — we (or your consultant) walk your leadership team through it. Ask us for the full sample and we’ll include the guided tour.

What you get

• The Perception Gap map — all nine conditions on one radar: what leadership believes it built (dashed) against what employees experience (solid)
• Three-pillar scores — Healthy Culture, Clear Strategy & Execution, and Productive Practices, each from both perspectives
• Condition-by-condition gap analysis with plain-language readings: blind spot, hidden strength, or shared view
• Up to five of your own questions — rated or open-comment, summarized in the report
• A recommended starting point, a 90-day action cycle, and a debrief worksheet your leadership team can run the same week
• The full response data as an analysis-ready CSV

Questions we hear a lot

Is the survey anonymous?

It is confidential — a deliberate distinction. Names and emails are used only to deliver invitations and reminders. No answer is ever connected to a name, and no result is shown for any group of fewer than five people. When people know their answers can’t be traced back to them, they tell the truth — and the truth is what makes the report worth reading.

How long does it take?

Employees: about 12 minutes. Leaders: about 6 minutes for the leadership form. Most organizations run the survey window for one to two weeks.

Can we add our own questions?

Yes — up to five, each either rated on the same 1–5 agreement scale or open-comment. They’re summarized at the end of the report alongside everything else. Need more than five, or a fully custom instrument? See our custom survey programs.

How are results scored?

Scores are your own people’s average agreement on a 1–5 scale — no percentiles, no black-box indexes, no invented benchmarks. Every number describes what your organization reported, nothing more and nothing less.

How often should we run it?

It depends on the situation. If you’re actively in a change process or doing focused leadership development, every six months keeps the feedback loop tight. More typically: once a year, ahead of your strategic planning process — so the plan starts from ground truth. (You are doing strategic planning, right? If not, start here.) Either way, the second survey answers the question the first one can’t: did the gaps move?