THRIVE Assessment - Innolect, Inc.

THRIVE Assessment

From Surviving to Thriving: Your THRIVE Snapshot

This quick, research-informed questionnaire helps you get a pulse on what's helping—or hindering—you or your team to THRIVE right now.

Once completed, you will receive your assessment results via email but can also download a pdf version from this page.

Answer from your lived experience over the past 30-90 days, not your best intentions or aspirations. If completing this for a team, respond based on what you observe most consistently. In minutes, you'll spot the strongest drivers of trust, clarity and engagement—and identify one or two practical leadership moves to use to strengthen what's next.

Statements may refer to leadership behaviors, team norms or organizational systems. Rate each item based on what you experience most often using this scale:

1 = Strongly Disagree
2 = Disagree
3 = Neutral / Mixed (If unclear or don't know, choose 3)
4 = Agree
5 = Strongly Agree


Readiness Assessment: Workplaces that T.H.R.I.V.E.

Your Email Address:

T — Trust

Commitments are kept; follow-through is reliable.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

When mistakes occur, leaders acknowledge impact, repair trust and apply lessons learned.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Decisions are transparent rather than surprising, with context and rationale shared.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

People feel safe speaking up with concerns, ideas, or dissent.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Team members assume positive intent and treat mistakes as learning—not blame.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

H — Human-AI Partnership

AI roadmaps clearly define what humans do vs. what AI does and how success will be measured
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

AI-related changes are co-designed with the voices of business, technology and risk/compliance/operations at the table.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Employee input is valued and included early in AI change that affects their work.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

AI is introduced in a pilot to measure, test and refine before scaling a major rollout.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Leaders reinforce ethical guardrails (fairness, transparency, accountability) so trust rises with adoption.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

R — Retention & Role Clarity

I clearly understand what is expected of me in my role (definition of “done” is clear).
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

I know what excellent performance looks like in my role (success signals are visible and specific).
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Decision rights and handoffs are clear (work does not get stuck in approval mazes).
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

My role enables meaningful work and uses my strengths.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Leaders notice early signs of disengagement ("quiet cracking'") and respond with timely, supportive conversations
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

I — Intentional Impact

Our team has a clear North Star of values that guide priorities and trade-offs.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

We track a small set of leading and lagging indicators that teams can influence weekly.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Leaders make progress visible and connect work to outcomes that matter (quality, speed, safety, stakeholder experience).
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

We routinely adjust or stop work that does not contribute to priority outcomes.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Leaders listen deeply, invite multiple viewpoints and empower teams to shape solutions.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

V — Vertical Development

Leaders create clarity in complexity without pretending to have all the answers.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Leaders practice inquiry over certainty and integrate diverse perspectives before deciding.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Under pressure, leaders recognize fallback patterns in themselves and teams and reset without blame.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Leaders can hold competing priorities without forcing false either/or choices.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Leaders run growth-edge experiments in real work (small, structured stretches with reflection).
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

E — Excellence in Communication

Leaders communicate openly, honestly and consistently, especially during uncertainty.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Communication is two-way; people feel included and heard, not just informed.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Feedback is timely and specific, focused on observable behavior and impact.
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Difficult conversations are handled constructively (misalignment and conflict are addressed, not avoided).
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree

Meetings model listening-first norms (balanced airtime, curiosity questions, synthesis before decisions).
Strongly Disagree
Disagree
Neutral / Mixed
Agree
Strongly Agree


T Score:

H Score:

R Score:

I Score:

V Score:

E Score:

Total:


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