Three questions you can't
answer right now.
About your own organisation. The Ownership Scan maps your organisational culture in numbers, instead of the impression you are left with after a round of the teams.
Book a conversation
What you don't know today
about your own organisation.
All three can be answered. Just not from memory.
Is it in one team, or across the whole organisation?
Your picture comes from the conversations you have most often. That is not the same as your organisation.
A score per team and per department, so you see whether this is one place or a pattern.
Which of the 20 levers is actually stuck?
An unclear mandate, an ingrained habit and leadership behaviour look identical in a meeting.
All 20 levers scored separately and ranked, so you start where the gain is.
Is this your sector, or your organisation?
Without a point of comparison you can't tell whether your score is normal or alarming.
Your numbers next to the benchmark of comparable organisations in your sector.
As long as you don't know this, you choose your solution on instinct. And then you often tackle what shouts loudest, not what costs most.
Book a conversationA measurement, not an opinion.
The Ownership Scan is a causal diagnostic instrument. It measures 20 levers of ownership, from autonomy and mandate to processes, values and wellbeing. Digital, across all teams and at every level.
Measuring organisational culture is not the same as measuring satisfaction. An employee satisfaction survey tells you how your people feel. This questionnaire tells you where their ownership gets stuck, and which of the 20 levers you can move.
levers measured, scored per team and per department
team and level, surveyed digitally
a concrete action plan with an owner per step, not an advisory report
In Belgium, measuring is the exception.
Employee engagement is rarely measured systematically here. For most organisations an annual engagement survey is, at best, the only moment of measurement.
Engaged at work
Share of employees who describe themselves as engaged
Belgium
11%
Europe
12%
Worldwide
20%
of Belgian companies measure engagement more than once a year
Those that do score markedly better on wellbeing, culture and retention.
Edenred Belgium, 2025
organisations call their HR fully data-driven
A quarter of HR leaders still work mainly on intuition.
HRmagazine.be, Belgian CHRO survey
Four steps.
You decide whether to continue after the intake, not before.
Intake
A 30-minute conversation about scope, audience and timing. This is where you decide whether to go ahead.
Survey
The validated questionnaire goes digitally to all selected participants.
Scoring
Automated scoring across all 20 levers, with a breakdown per team and per department.
Debrief
A structured presentation of your priorities and a 90-day action plan with an owner per step.
What you receive.
Not a slide deck of generalities. A report showing, per team, which lever is stuck and what the first 90 days must deliver.
Book a conversationContents of the report
A baseline now.
The proof at re-measurement.
The scan records where you stand today. Without that starting point you can't later show that anything has changed. With a re-measurement on the same 20 levers you can, against the same benchmark.
From SME to multinational.
The scan works in every sector and at every scale. What differs is the benchmark we compare you with. Not the instrument.
Participant numbers and scope are agreed together“Op een rustige, doordachte manier werden de onderstromen in ons team bloot gelegd: wie voelt zich eigenaar van wat, waar zit verborgen weerstand, waar liggen onbenutte kansen. Geen vaag buikgevoel, maar een helder en herkenbaar beeld. De resultaten waren verrassend bevredigend omdat het objectiveerde wat je als leidinggevende vaak aanvoelt zonder het te kunnen benoemen.”
Want to know where your organisation stands?
Start with a 30-minute intake conversation. Only then do you decide whether the scan makes sense.