Manager practice diagnostic
Four elements.
Twelve strategies.
One place to start.
This is not an engagement survey. Nobody scores you. You answer twelve short statements about your own practice as a manager, and you leave with the two or three strategies to work on next — and one thing to do this week.
Leadership
Community of Practice · VAP · Perspective
Communication & Connections
About Me · DOSE · Gratitude
Growth & Development
Rounding · 1:1s · Meetings
Recognition & Appreciation
Re-recruit · Recipe Cards · Thank You Notes
A mirror, not a measurement
This is a self-assessment, and self-assessment has a known weakness: most of us rate ourselves generously without meaning to. So it is worth being clear about what this tool is for.
It is not here to produce a number anyone else should rely on. It is here to show you your own practice back to you — which is the only thing a mirror can honestly do, and the thing it does better than any survey of your team.
Two design choices make it harder to flatter yourself. Every statement asks how often you do something specific rather than whether you agree with an idea about yourself. And every one of the twelve describes an action your team could confirm or contradict — whether the one-to-one happened, whether the note was written, whether you were in their space. Nothing here asks about your personality.
The badge levels are a different matter. Levels 1 and 2 you can claim from this page. Levels 3 and 4 require evidence beyond your own rating, because a credential built on self-report alone is not worth holding. All four levels describe a manager, not a workplace — the Culture by Design Site designation is a separate, organizational mark, and no individual holds it.
Answer all three statements to continue.
Your read
Where this level sits in the learning:
Where you stand across the four elements
Start here Two or three strategies, not twelve
All twelve strategies
Your two or three come first for a reason — twelve at once is how practice change dies. But the full set is here to read, and worth returning to as the earlier ones become habit.
How the badge levels are set
Every element holds three statements on a five-point frequency scale, so an element score of 50 means every statement was answered “About half”, 75 means “Usually”, and 100 means “Almost always”. Each badge requires an overall index and a floor that every one of the four elements must clear on its own.
| Badge | Overall index | Every element at least | Plain reading |
|---|---|---|---|
| EYE Aware | — | — | Practice is beginning, or one element is still unattended. |
| EYE Culture Badge | 50 | 33 | Real practice across all four, roughly half the time. |
| Culture by Design Practitioner | 70 | 50 | Nothing neglected anywhere, and most practice is habitual. |
| Culture by Design Mentor | 85 | 75 | Every element is done “Usually” or better. Nothing is carried. |
The element floor is the part that matters. Without it, a manager strong in three elements and absent in the fourth could average into a badge — and the neglected element is usually the one their team feels most.