Sample Leader, here is your mapSample
Your people and culture work is in the middle. Solid foundations, room to sharpen.
You are sitting in the middle on most markers. The foundations are there, but nothing is sharpened. Choose two markers to take from solid to strong before you spread your attention any wider.
About your People Map
Your map plots your culture work across three contexts, with three sub-sections in each, so you see both what you have been doing and the effect it is producing.
Individual readiness
Your awareness, action, and feedback: the practices that keep you fit to lead.
Team cohesion
Your connection, community, and collaboration: what holds a team together under pressure.
Organisational influence
Your resonance, relationship, and reputation: what your business is known for by the people who matter.
Show
Overall
Markers
- 1Awareness4·3
- 2Action3·2
- 3Feedback2·1
- 4Connection4·4
- 5Community3·2
- 6Collaboration2·2
- 7Resonance5·4
- 8Relationship4·3
- 9Reputation3·2
Categories
Wins
The markers where your map is fullest. Build from here.
Resonance
PerformingPractice 5 · Effect 4You test how your message lands and the people who reach you are the right fit more often than not.
Connection
PerformingPractice 4 · Effect 4Your team has built the habit of direct, candid conversation across difference. Hard things get said in the moment, not in the corridor afterwards. That is rarer than you think, and it is the foundation everything else sits on.
Awareness
DevelopingPractice 4 · Effect 3Feedback reaches you, sometimes. It is not yet a rhythm you can rely on, and the changes you make from it are uneven.
Gaps
The markers where your map is thinnest. These usually explain symptoms you are already feeling in the business.
Feedback
AbsentPractice 2 · Effect 1There is no loop that tells you whether your leadership shifts are being felt by the people they affect.
Collaboration
AbsentPractice 2 · Effect 2Knowledge sits in individuals. When a key person is sick, away, or leaves, the work and the context go with them.
Action
DevelopingPractice 3 · Effect 2You sometimes act on what you notice. Often the insight outpaces the change.
Your next step
Install one rhythm for Feedback.
From your results, closing the loop on whether your team actually feels you changing is the biggest opportunity for growth and will turn private effort into shared trust.
Step 1
Pick one behaviour
Choose a single leadership behaviour you are working to change over the next 90 days.
Step 2
Tell three people
Name three people on your team you are working on it with and ask them to watch for it.
Step 3
Check the data, not your intent
Every two weeks ask each of them whether they have seen a difference and treat their answer as the truth.
Track your progress as you go and stay with the rhythm for at least three months before you judge the results — the shape of your map only changes once the practice has had time to land.
Don't stop here. Your team needs you.
The People Map is a surface-level read designed specifically to get you going. The real work is turning each aspect of your individual, team and organisational culture development into a year-on-year rhythm. If this has been interesting and you want to know where and how to start getting this off the ground, we're here to help.