Someone already knows. The question is whether it changes anything.
Signal loss is what happens when the people closest to the work are right, say so, and nothing changes. It does not appear on any report. The launch slips. The cost cut hollows out a function. The manager hits the numbers while the team stops speaking up.
Twenty questions about how your organization actually operates. You are rating your systems, not your people. The result shows where in the chain the signal is being lost, because a concern only has to fail once to never reach you.
The five stages
A concern has to survive all five. Your score is set by the narrowest point, not the average.
| Raised | Someone says it out loud. |
| Routed | It reaches whoever owns the decision. |
| Credited | Domain knowledge outweighs title. |
| Acted on | A decision actually changes. |
| Recorded | The reasoning is written down, so people see it worked. |
/ 100
Where it breaks
| Stage | Score |
|---|
The highlighted row is your narrowest point. Fixing the stages above it will not help until this one holds.
What to change first
These are architectural, not cultural. Each one is a practice you can put in place in a quarter and check at 90 days.
Check it again in 90 days
A score is a baseline, not a finding. The number that matters is the movement after you change something. Write today's score down, make one change, and run this again in 90 days.
If you would rather not do it alone
Measuring this across a leadership team, redesigning the practices behind it, and re-measuring at ninety days is a quarter of work. That is the engagement I run.
The 90-day re-check, sent to you
Leave your email and I will send the Signal Loss Field Guide now, plus a single reminder in 90 days to run this again. No sequence, no drip.
How to use this. This is a self-assessment about your own organization's practices, not about any person in it. It records no traits and produces no profile of anyone. It measures whether concerns change decisions, not whether the concerns were right \u2014 some are wrong, and a concern you considered and declined is not a failure. It is not designed or validated for use in hiring, promotion, succession, discipline, compensation, or termination decisions, and it should not be used that way. Do not ask anyone to take it and report their result to you. Measuring this across a team is a different exercise, and it needs anonymous collection and a minimum group size to be worth anything.
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