Six Lens Diagnostic
Measure the environment your people actually work in.
Six connected lenses, read as one system. See the gap between what leadership assumes and what people experience, and what's causing it.
What we measure
Six lenses, scored together as one system. Friction rarely sits in one place, so we never read them in isolation.
Expectations
What the organisation assumes of people, often unwritten and rarely the same for everyone.
Process
How work actually gets done: the steps, systems and approvals people have to move through.
Culture
The norms that decide what is safe to say, ask for, or challenge.
Experience
What day-to-day working life is actually like, rather than how it is described.
Accessibility
Whether the environment, tools and workplace can be used by the people in it.
Communication
How information moves, and where it stops, distorts, or never arrives.
How a cycle runs
Three stages, all run in the platform.
Diagnose
Leadership perspective and employee experience are captured side by side, so the gap between assumption and reality is visible from the start.
- Employee contributions are structured, anonymised and grouped, never attributed to an individual.
- One pass through the six lenses, saved as you go, so it can be completed in stages.
- For micro businesses, a facilitated conversation replaces the structured survey, since smaller teams often can't meet the anonymity thresholds a scored process needs. That still gives you genuine insight suited to your size, with results delivered the same way, through the platform.
Map the friction
Every finding is traced across the six lenses. Root-cause analysis names the system, process, or cultural driver behind each result.
- Findings are tied to a cause, not just a score, so there is somewhere to act.
- The highest-friction lenses are surfaced first, with the teams where pressure is concentrated.
Act, with a plan
A prioritised roadmap built from your own results: what's working, what's creating friction, what's at risk, and what to do next, per lens.
- Each recommendation is paired with the finding it answers.
- Progress is tracked cycle over cycle, so you see what's actually changing rather than restarting from zero.
Who sees what, and who contributes
Leadership
Where the environment is costing you. Highest-friction lenses, the teams carrying the pressure, and movement cycle over cycle.
People teams
Findings you can act on, each traced to a root cause and paired with a recommendation.
Employees, as contributors
A short, anonymised contribution. Responses are grouped, never attributed, and employees don't get a results view.
Includology is in active development. The founding cohort shapes what gets built next.
The method is challenged by a panel of specialists
The framework, question set and scoring approach are reviewed by a panel of specialists before they are used with organisations, with real authority to require changes. A methodology change takes two named signatories.
See it run against your own environment.
Founding cohort places are open now. The first five organisations join free.