Template

Culture & Innovation Assessment — Sample Survey (Interactive Template)

An interactive, ready-to-run survey template that measures psychological safety, leadership support, incentive alignment, resource availability, experiment velocity/tolerance for failure, and cross-team knowledge sharing. Includes scoring guidance, an NPS-style health question, optional comments, and suggested follow-up focus-group prompts.

Interactive Tool

Culture & Innovation Assessment — Sample Survey

This concise diagnostic survey helps teams and leaders identify cultural enablers and blockers to discovery and innovation. It is designed for team-level administration and aggregates into section scores to prioritize capability-building actions. Responses are best collected confidentially and aggregated before sharing. Estimated completion time: 6–10 minutes.

Purpose: Surface strengths, reveal barriers, and create prioritized starting points for experiments, learning, and capability building.

Confidentiality tip: Ask for anonymous responses or aggregate results by team to protect candor. Combine this instrument with follow-up focus groups and interviews to explore root causes.

At work, I can voice an unpopular opinion without fear of negative consequences.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Team members are comfortable admitting mistakes and learning from them.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

When someone raises a concern, the team listens and treats it respectfully.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Optional: Comments about psychological safety in your team

What helps or hinders open conversation here?

Leaders clearly communicate why discovery and experimentation matter for our work.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Leaders are willing to tolerate reasonable risk when pursuing new ideas.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Leaders provide visible support (time, recognition, resources) to experimentation efforts.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Our incentives and performance metrics encourage learning and experimentation, not only short-term output.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

People who take smart risks and learn from failures are recognized and rewarded here.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Optional: Describe any incentive or recognition barriers you've observed

Examples: conflicting KPIs, promotion criteria, informal norms

Our team has access to the time and people needed to run small experiments.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

We have access to the tools and data needed to test new ideas quickly.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Our team runs experiments frequently enough to learn and adapt at a useful pace.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

When experiments fail, we treat the outcome as learning and adjust quickly.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Optional: Describe a recent experiment and what was learned

Briefly note hypothesis, what was tested, and the outcome

Teams share findings and useful practices with other teams in a timely way.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

We have simple channels (meetings, docs, demos) that make it easy to spread learning.

1 = Strongly disagree, 5 = Strongly agree

1.0 10.0

Optional: What would make knowledge sharing easier here?

Practical suggestions (e.g., demos, templates, meeting cadence)

Overall, how would you rate this team's innovation culture on a 0–10 scale? (0 = very poor, 10 = excellent)

This is an NPS-style health question to track overall trend. Consider asking this each quarter.

Optional: Final comments or examples you'd like leaders to know

Concrete examples of what helps, blocks, or could be improved

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