Most leadership assessments measure what leaders want to believe about themselves. These don't. Built from the SAEF22GREAT research study, validated against thousands of leaders globally, and deliberately designed to surface what's actually happening — not what the engagement survey says.
All instruments linked via the Growth Mindset CompassThe Growth Mindset Compass is what makes Safe2Great different from a collection of separate assessments. Every instrument uses the same framework, the same visual language, and the same Protective–Growth scale.
That means a leader's 360 result connects directly to their team's dynamics, which connects to the organisation's culture data. You're not combining different consultants' outputs. You're reading the same instrument at different depths.
No need to learn four separate models. No conflicting vocabularies. One compass. Every level.
| Format | Multi-rater (self + peers + direct reports + manager) |
| Benchmark | Global database — thousands of leaders |
| Languages | 10+ with English report |
| Delivery | Accredited practitioner required |
| Output | Individual development report + debrief |
The Growth Mindset Leadership 360 is a full multi-rater assessment designed for the realities of 21st-century leadership — where creativity, collaboration, and adaptability matter more than command authority, and where digitalization is disrupting nearly every role.
Inspired by the work on Growth Mindset at Microsoft, this instrument measures both the inner game — what a leader thinks, feels, and believes about themselves — and the outer game — the behavioural impact they actually have on others. The gap between the two is usually where the problem lives.
"Most leaders believe they are developing their people. Most of their people believe the opposite. The 360 makes that gap visible — and measurable."
Leaders at any level who are serious about understanding what their people actually experience — not what the last performance review said. Particularly valuable for leaders in high-growth, high-pressure, or post-merger environments where culture is changing faster than awareness.
Also used as the entry point for broader leadership development programmes — establishing an honest baseline before coaching or team intervention begins.
The 360 result maps directly onto the Growth Mindset Compass used across all Safe2Great instruments. A leader's individual score sits in the same framework as their team's Great Teams result and their organisation's Culture for Growth data — creating a coherent picture across all three levels without combining different models.
Most leaders know something isn't working.
They just don't know what — or how deep it goes.
| Format | Individual self-assessment |
| Focus | Inner game — mindset, habits, decision-making |
| Output | Personal development report + coaching agenda |
| Delivery | Standalone or combined with 360 |
| Support | Certified Growth Mindset coach recommended |
The Growth Mindset Self Test focuses entirely on the individual's inner world — the mindset patterns, emotional defaults, and behavioural habits that determine how a person actually operates under pressure. Not the polished version. The real one.
Where the Leadership 360 shows how others experience you, the Self Test shows you what's driving those behaviours from the inside. Used together, they close the loop between intention and impact.
"The Self Test is the instrument most leaders resist — and the one that creates the most significant shifts."
Leaders who want an honest starting point before committing to a development programme. Executives preparing for a step-change in role or responsibility. Coaches who want to ground their engagement in real data rather than self-reported narratives.
Also used as a standalone instrument for high-potential programmes, where understanding individual mindset patterns is the foundation for everything else.
The Self Test produces a personal development report that identifies strengths, blind spots, and counterproductive patterns — and translates these into a specific, actionable change agenda. Combined with coaching from a certified practitioner, this becomes a sustained habit-change programme rather than a one-off assessment.
| Format | Team survey — real-time feedback |
| Scale | Protective–Growth (Google research foundation) |
| Ideal for | Workshops, offsites, and team sprints |
| Timeline | Results same day — not weeks later |
| Delivery | Accredited Safe2Great practitioner |
The Great Teams Assessment (GTA) was built on a core insight from Google's Project Aristotle: psychological safety is the single most important factor in high-performing teams. Not talent. Not resources. Not leadership charisma. Safety.
The GTA measures team dynamics on the Protective–Growth scale — mapping where the team sits between self-protection and genuine collective growth. The results are immediate, specific, and actionable.
"You can have the best people in the world in a room. If the team dynamic is wrong, they'll underperform. The GTA shows you exactly what's wrong — and what to do first."
Most team assessments produce a report two weeks after the team has already moved on. The GTA is designed to run live — in a workshop, offsite, or sprint — with results available in the room on the same day. The team reflects on its own data in real time, which is where the real shift happens.
Leadership teams navigating change, conflict, or underperformance. Project teams under pressure. Any team where the collective dynamic is limiting individual contribution. Also used as a diagnostic before broader organisational culture work — because culture lives in teams before it lives in data.
Culture doesn't live in the strategy deck.
It lives in what people actually do when no one important is watching.
| Participation | Only 30–40% required (stratified sampling) |
| Scale | Unsafe–Safe–Growth |
| Output | Culture map + predictive insights + priority areas |
| Identifies | Healthy behaviours AND toxic/unethical practices |
| Delivery | Accredited Safe2Great practitioner |
The Culture for Growth survey (C4G) maps the actual culture of an organisation — not the culture leadership believes exists, and not the culture the last engagement survey reported. The one that shows up in how people behave when results are under pressure.
Most engagement surveys measure sentiment. The C4G measures behaviour — and behaviour predicts performance. It assesses organisational interactions on a three-point scale: Unsafe, Safe, and Growth. The difference matters. An organisation can be psychologically safe and still not be growing.
"The answer is never the strategy. It's never the market. It's almost always culture. And culture is almost always measurable — if you're asking the right questions."
The C4G gives leadership a scientifically grounded map of where their culture actually is — and a clear view of where the gaps, risks, and development priorities sit. It's not a report that goes in a drawer. It's a starting point for a structured culture development programme.
Because it uses stratified sampling rather than whole-organisation surveys, it can be deployed faster, repeated more frequently, and compared across business units or geographies without survey fatigue.
Boards and leadership teams who need to know what their culture is actually doing to performance. HR directors who want something more rigorous than an engagement score. Organisations post-merger, post-crisis, or preparing for significant change — where understanding the cultural baseline isn't optional.
Four instruments designed to work independently or as an integrated development system across every level of the organisation. The same framework. The same language. No need to reconcile different models.
Safe2Great works directly with leadership teams, HR directors, and boards who need to know what's actually driving their culture — not what the engagement survey reports.
Talk to Skip →Accreditation gives you four validated instruments, access to global benchmarks, and a methodology that tells clients what they need to hear — not what they want to.
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