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About the Scan
What We Measure
What it examines
Home
About the Scan
What We Measure
What it examines
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Home
About the Scan
What We Measure
What it examines
Home
About the Scan
What We Measure
What it examines
Strategic Trust & Reputation Scan
Step
1
of
6
- Strategic Alignment
0%
Information
Name
(Required)
First
Last
Email
(Required)
Organisation
(Required)
Role
(Required)
Sector
(Required)
Financial services
Fintech
Payments
Technology
Professional services
Corporate / enterprise
Non-profit / public interest
Other
Organisation size
1-50
55-100
101-250
251-1000
1001-5000
5001-10,000
10,000+
Prefer not to say
Website
Consent checkbox
(Required)
understand that this scan provides an indicative result only. I agree that my responses may be stored and used by The Balanced Movement to generate my result and follow up where relevant.
Permission to contact
I give permission to be contacted about my result and a possible Strategic Trust & Reputation Debrief.
Strategic Alignment
Our external positioning accurately reflects how the organisation operates in practice.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
The organisation’s public messages are supported by credible proof points.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Our strategic ambition is clearly understood by leadership and senior teams.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Major decisions are communicated in a way that reinforces trust.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
There is strong consistency between what we say, what we do and what we decide.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
This field is hidden when viewing the form
Strategic Alignment Score
Trust Signals
We know which behaviours currently build trust with our most important stakeholders.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Employees can point to clear examples of the organisation living its promise.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Customers, partners or stakeholders experience consistency between promise and delivery.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Leadership behaviour visibly supports the reputation we want to build.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Our strongest trust signals are visible in our communication and stakeholder experience.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
This field is hidden when viewing the form
Trust Signals Score
Trust Gap Awareness
We are clear about which reputation claims we can credibly make.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
We actively identify gaps between what the organisation promises and what people experience.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Internal concerns or weak signals are taken seriously before they become larger issues.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
We have a realistic view of where trust may be vulnerable.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
The leadership team is aligned on the most important trust and reputation risks.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
This field is hidden when viewing the form
Trust Gap Awareness Score
Leadership Credibility
Leaders communicate clearly during periods of change, pressure or uncertainty.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Leadership communication feels human, specific and credible.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Leaders explain difficult decisions honestly and with sufficient context.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
There is consistency between leadership messages and leadership behaviour.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Leaders are visible enough when trust or reputation is under pressure.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
This field is hidden when viewing the form
Leadership Credibility Score
Cultural Integrity
The culture supports the reputation the organisation wants to build.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
The behaviours that are rewarded internally are aligned with our stated values.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
People feel able to raise concerns before they become bigger issues.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Commercial pressure does not regularly override integrity or responsible decision- making.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
Internal communication reflects the real experience of the organisation.
(Required)
Strongly disagree
Disagree
Neutral / mixed
Agree
Strongly agree
This field is hidden when viewing the form
Cultural Integrity Score
This field is hidden when viewing the form
Overall Score
This field is hidden when viewing the form
Productive Alignment
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Productive Fragility
This field is hidden when viewing the form
Reputational Drift
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Cultural Strain
This field is hidden when viewing the form
Critical Misalignment
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