A consulting diagnostic, run as software.
It’s the same diagnostic a good consultant runs at the start of an engagement: the listening, the synthesis, the plan. Only now it’s self-serve and confidential, and it takes days instead of weeks.
- 01
Scope the diagnostic
You talk it through with an AI consultant (your objectives, strategy, and where you suspect the issues are), and the diagnostic takes shape live as you do. It draws on a per-function framework to propose the dimensions worth assessing and the hypotheses worth testing; you shape the scope, adding, dropping, and re-weighting what gets explored. The AI writes the actual questions so they stay neutral and never lead the respondent.
Try the designer live → - 02
Preview with a test interview
Before anyone is invited, you take the interview yourself, exactly as your team will experience it. If a topic is missing or off-target, your feedback flows straight back into the design conversation and the scope revises in front of you. Nothing is sent until the diagnostic asks the right things.
- 03
Interview the organisation
You upload a list of emails; each person gets a private, single-use link. Every respondent answers a shared core (the same dimensions and a few standardised quantitative questions, so results are comparable), plus role-adaptive follow-ups suited to what their seniority and remit can credibly speak to. Interviews are conversational, capped for length, and never leading. Respondents answer in their own words, typed or spoken. Voice is handled by their own browser or device, and only the text they approve is ever sent.
Three people, three different interviews
One diagnostic, yet nobody gets a generic questionnaire: each interview is scoped to what that person’s role can credibly speak to. And every answer stays confidential: the leader never sees it individually.
Manager · Accounting · team member
asked about the close & controls
What the leader actually sees
Never the answers, the pattern. Responses are synthesised into anonymous, segmented themes, each backed by what people actually said, and a confidentiality guard checks every cut before the leader sees it.
What the leader can never see
- Any individual answer, transcript, or rating, including the three interviews above.
- Any segment cut smaller than 5 people. Small groups are suppressed or merged upward.
- Who said what. Identity is never joined to response content.
- 04
Synthesise the evidence
Responses are summarised per segment, then reduced into a prioritised, organisation-wide issue map. The synthesis is evidence-bound and preserves dissent, so minority views aren’t averaged away. Your initial hypotheses are compared against what the organisation actually said, so blind spots and confirmations both surface.
- 05
Protect every individual
Before you see anything, a confidentiality guard enforces a minimum-N gate on every segment cut: any group too small to protect a person is suppressed or merged upward. Individual answers are never shown, and identity is never joined to response content in anything you can see.
- 06
Draft the intervention plan
Finally, a planner turns the guarded issue map into a sequenced programme of quick wins and structural moves, each tied to a specific issue and a success measure. It draws on curated playbooks to shape the how, but the evidence sets the what: every recommendation traces back to an issue your organisation raised. Both deliverables take questions: ask follow-ups and the answers come only from the guarded readout, never raw interviews.
- The objectives and the issues worth exploring.
- Which dimensions are in scope, and their emphasis.
- Who is invited, and when the diagnostic launches.
- Writing neutral, non-leading questions.
- Adapting each interview to the respondent’s role.
- Synthesis, confidentiality, and the drafted plan.