All sample reportsSample output · synthetic data
This is a demonstration report built from a synthetic response set. Scores, narrative structure, dimension banding and the 90 day plan are generated by the same engine used for live waves. Live reports add an AI written narrative tuned to the actual score pattern. Unit level reports are only released once the anonymity threshold of five respondents is met.
LeaderDNA

LeaderDNA HealthDNA™

LeaderDNA Just Culture & Psychological Safety Assessment™

Surgical Services · Sample Unit (Surgical Services, 24 respondents)

Just Culture Index107 / 175Fragile · 51% of scale
LeaderDNA AssessmentsJanuary 15, 2026

Executive summary

Staff are filtering what they report.

Sample Unit (Surgical Services, 24 respondents) scored 107 out of 175 on the Just Culture Index, placing in the Fragile tier. Staff are filtering what they report. The strongest dimensions are Learning Systems, Fair Response to Error, Speaking Up Safety. The clearest priorities are Leader Response & Follow-Through, Equity of Treatment, Error Reporting. 0 of 7 dimensions fall in the At Risk band.

Recommendation

Staff are filtering what they report. Focus the next 90 days on Leader Response & Follow-Through and Equity of Treatment, which are carrying the most risk in this profile. Reassess against the same dimensions at the end of the cycle.

Your next actions

  1. 1Assume your event data understates real risk.
  2. 2Audit how the last ten events were handled and who was disciplined.
  3. 3Retrain the leadership team on just culture algorithms.
  4. 4Create an anonymous reporting path immediately.
  5. 5Re-pulse in 60 days.

Aggregate report. Individual responses are anonymous and are never shown to leaders. Results are released only once the minimum respondent threshold is met.

The profile

Dimension scores

Speaking Up Safety16/25 · Solid
Error Reporting13/25 · Developing
Fair Response to Error19/25 · Solid
Leader Response & Follow-Through11/25 · Developing
Learning Systems21/25 · Strong
Respect & Incivility15/25 · Developing
Equity of Treatment12/25 · Developing
1
Strong
2
Solid
4
Developing
0
At Risk

Dimension by dimension

What each score means

Speaking Up Safety

16/25 · Solid

Whether staff will raise a concern, including to a physician or leader, without fear.

Next action: Pick one recurring situation where speaking up safety matters most and raise the standard there for 90 days.

Error Reporting

13/25 · Developing

Whether errors and near misses are entered rather than absorbed quietly.

Next action: Simplify the reporting pathway and time it: if it takes more than three minutes, fix it.

Fair Response to Error

19/25 · Solid

Whether the response distinguishes human error, at risk behavior, and reckless behavior.

Next action: Pick one recurring situation where fair response to error matters most and raise the standard there for 90 days.

Leader Response & Follow-Through

11/25 · Developing

Whether leaders act on what is raised and tell staff what happened.

Next action: Publish a monthly 'you said, we did' summary on the unit.

Learning Systems

21/25 · Strong

Whether reviews produce system fixes rather than reminders and re-education.

Next action: Keep learning systems where it is and make it teachable: document what you do and coach one peer through it this quarter.

Respect & Incivility

15/25 · Developing

Freedom from disrespect, intimidation, and disruptive behavior across disciplines.

Next action: Name the specific behaviors that are out of bounds and enforce them at every level.

Equity of Treatment

12/25 · Developing

Whether response to error and behavior is consistent across roles, shifts, and identities.

Next action: Audit event responses by role, shift, and tenure and share what you find.

Where you stand

Strengths and priorities

Top strengths

  • •Learning Systems: Event reviews change process, not just policy memos.
  • •Fair Response to Error: Staff can predict how an error will be handled, and the prediction is fair.
  • •Speaking Up Safety: Staff stop the line when something looks wrong, regardless of who is in the room.

Development priorities

  • •Leader Response & Follow-Through: Publish a monthly 'you said, we did' summary on the unit.
  • •Equity of Treatment: Audit event responses by role, shift, and tenure and share what you find.
  • •Error Reporting: Simplify the reporting pathway and time it: if it takes more than three minutes, fix it.

Risk factors

Leader Response & Follow-Through

Nothing kills reporting faster than silence after a report.

Equity of Treatment

Inconsistent enforcement is read as favoritism and ends candor.

Error Reporting

Underreporting hides the risk that eventually becomes a sentinel event.

What to do about it

Coaching focus and 90-day plan

Coaching recommendations

  • •Leader Response & Follow-Through: Close the loop on every report within 14 days, even if the answer is no.
  • •Equity of Treatment: Publish the standard and then apply it visibly to the hardest case.
  • •Error Reporting: Treat rising report volume as good news publicly for one full quarter.
Days 1-30Close the feedback loop
  • •Report unit results back to staff.
  • •Publish what happened to the last ten reported events.
  • •Work Leader Response & Follow-Through: Close the loop on every report within 14 days, even if the answer is no.
Days 31-60Change the response
  • •Adopt one written just culture decision framework for error response.
  • •Train charge staff and leaders in it.
  • •Work Equity of Treatment: Publish the standard and then apply it visibly to the hardest case.
Days 61-90Prove it
  • •Track reporting volume as a positive metric.
  • •Re-pulse and compare the fear of reporting items.
  • •Work Error Reporting: Treat rising report volume as good news publicly for one full quarter.

Closing note

This profile is a snapshot, not a verdict. Work the two lowest dimensions deliberately for one quarter and reassess, the movement will tell you more than the first score did.