Mizan Lens

Find the problem before you fund the fix.

Three instruments in a deliberate order — structure, then the culture inside it, then the skills to deliver both. Hover to see what each one does; click to see how it works. Reports are yours to download; the structure and values analyses retain nothing.

Your answers do not go to your employer

An individual's read belongs to that individual. That is a different promise from a retention notice: retention says when a record disappears, this says who can read it while it exists. The public survey takes no name, no email and no employer login, and the row it writes has no column for any of them; it is deleted automatically within 24 hours. The scores it produced are kept, unlinked to it, to calibrate the instrument — what that row holds, and what it cannot.

In the signed-in product an individual report can be opened by the person it is about and by nobody else — an administrator cannot. Organizations receive aggregates, withheld entirely below five responses so that no group figure can identify the people in it. How we hold ourselves to this.

1

Structure Analysis

Upload your org chart and get it described: the span distribution, the depth profile, the anomalies, and how far it departs from a clean tree. No score and no target span, because no defensible one exists. Every figure comes with its arithmetic.

 2

Culture Analysis

Two routes: a company assessment that reads your vision, mission and values in the Mizan framework, and an individual survey with a personal written report.

 3

Skills Analysis

Strategy, org chart, job descriptions and employee profiles mapped against what the strategy requires. Deep inputs, so it runs as a paid engagement through the consultancy.