Strategic alignment is about whether your organisation's direction is genuinely understood and supported across every level — not only intended at the top. Answer based on what you observe across the organisation, not only within leadership.

Trust signals are the visible things that tell people whether an organisation can be trusted: the decisions it makes, the behaviours it rewards, how consistently it communicates, whether it keeps its promises, and how stakeholders are treated. The questions below ask what these signals actually communicate in practice.

This pillar is about whether your organisation notices the gaps between how it sees itself and how it is actually experienced. Consider the weak signals, emerging tensions, unspoken concerns and credibility gaps that often go unaddressed — and whether leadership would genuinely want to know about them.

Leadership credibility is whether leaders are experienced as believable, consistent and trustworthy by the people they lead. Consider how leaders behave internally, day to day — not only how visible or polished they appear externally.

Cultural integrity is the distance between the values your organisation states and the behaviours people actually experience. Answer based on lived reality rather than stated intention.

This pillar looks at whether your organisation has the communication structures and reputation awareness to protect its credibility — internally and externally. Consider both how information flows inside the organisation and how the organisation is understood from outside.