A workforce intelligence tool that helps CHROs and people leaders identify where organizational pressure is quietly becoming organizational cost — before it shows up in your exit interviews.
About this assessment. The Organizational Harmony Index™ is a self-reported educational tool designed to help HR and people leaders identify patterns in workforce wellbeing, retention risk, and leadership sustainability. It is not a clinical diagnosis or a substitute for organizational research. Results are intended as a starting point for strategic conversation — not a definitive measure of organizational health. All responses are for internal use and program guidance only.
$150K+
Cost to replace one senior leader — fully loaded
6–9mo
Performance decline before a leader resigns — invisible until it isn't
43%
Women in senior leadership reporting burnout — highest ever recorded
This is not an engagement survey. It is a workforce intelligence snapshot — a structured lens on the patterns most organizations only see clearly after a valued leader has already left.
Answer based on what you observe and know about your organization right now. There are no right answers. What you identify here becomes the starting point for the conversation about what is actually driving the cost.
⟶ 25 questions · Approx. 7 minutes · Designed for CHROs, People Leaders, and L&D Officers
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R
Retention Risk
Early signals that your best leaders are preparing to leave
Domain 1 of 5
Retention
How often are high-performing leaders in your organization taking unexpected medical leave, extended absences, or stepping back from stretch assignments they previously sought?
Retention
When a senior leader resigns, how accurately do your exit interviews capture the real reason they left?
Retention
How well does your organization identify retention risk in senior leaders before it becomes a resignation?
Retention
How much institutional knowledge has your organization lost in the past 12 months due to leader departures?
Retention
How effectively does your organization retain high-performing women at the director level and above?
P
Productivity & Performance
The invisible performance gap between presence and output
Domain 2 of 5
Productivity
How often do you observe senior leaders who are physically present but cognitively depleted — attending meetings, meeting minimums, but no longer innovating or driving?
Productivity
How much is unexplained fatigue, chronic stress, or health-related absenteeism affecting productivity in your senior leadership population?
Productivity
How effective are your current wellness or EAP programs at measurably improving performance outcomes for senior leaders?
Productivity
How well does your organization connect physical and mental wellbeing to actual performance metrics — not just program participation?
Productivity
When a senior leader's performance begins to decline, how quickly and accurately does your organization identify it as a wellbeing issue rather than a performance management issue?
L
Leadership Sustainability
Whether your leadership pipeline can sustain itself under real pressure
Domain 3 of 5
Leadership
How equipped are your senior leaders to recognize and respond to the physical and nervous system signals that precede burnout — in themselves and in their teams?
Leadership
How much does your organization invest in clinical-grade, physician-led wellbeing support — as distinct from general wellness programs or EAP access?
Leadership
How sustainable is the pace at which your senior leaders are currently operating — and how confident are you in your answer?
Leadership
How effectively does your leadership development programming address the physical and biological dimensions of sustainable performance — not just skills and mindset?
Leadership
How strong is your leadership pipeline — specifically your ability to promote from within rather than replace externally when a senior leader exits?
C
Culture & Psychological Safety
Whether leaders feel safe enough to say what is actually true
Domain 4 of 5
Culture
How comfortable are your senior leaders admitting to you — or to each other — that they are struggling, overwhelmed, or running close to capacity?
Culture
How much does your organizational culture reward visible busyness and constant availability — even when it conflicts with sustainable performance?
Culture
How well does your organization's culture support leaders who are navigating personal health challenges while maintaining professional responsibilities?
Culture
How much does your organization's DEI strategy specifically address the unique health and wellbeing burden carried by women and leaders of color at the senior level?
Culture
How often do your senior leaders take their full allotted vacation or recovery time — without working through it or returning early?
W
Wellbeing Investment & ROI
Whether your current spend is producing clinical-grade results
Domain 5 of 5
Wellbeing
How clearly can your organization demonstrate the ROI of its current wellness investment — in language your CFO can act on?
Wellbeing
How differentiated is your wellbeing programming for senior leaders — versus the one-size-fits-all programs offered to all employees?
Wellbeing
How clinically informed is your organization's understanding of the physical and neurological factors that drive leadership performance and longevity?
Wellbeing
How much of your current wellness spend goes toward prevention and early intervention — versus reacting after a leader has already hit a crisis point?
Wellbeing
How confident are you that your current wellness and retention strategy is actually solving the right problem — rather than addressing the symptoms of a deeper organizational health issue?
Answer all 25 questions to unlock your index.
Your Organizational Harmony Index™ Results
Organizational Harmony Index™
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out of 75
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Your full breakdown — domain scores, critical risk areas, and your organizational interpretation — is ready. Enter your email below to unlock it and receive The Organizational Harmony Report, Dr. Sam's free clinical brief on what your score reveals about your workforce.
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Retention Risk
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Productivity
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Leadership
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Culture
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Wellbeing ROI
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Score Breakdown by Domain
Retention Risk
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Productivity
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Leadership
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Culture
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Wellbeing ROI
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Priority Areas — where to focus first
Your Next Step
Book your Sponsor Strategy Session with Dr. Sam
Your index starts the conversation. In 20 minutes, Dr. Sam will review what your results are telling you, give you her honest clinical and strategic perspective on what is driving the cost in your organization, and recommend a clear next step tailored to your team's size, goals, and readiness.