The Three Pillars of Leader Flow

Compass

This first leg of flow illuminates the core principles of life, work, and organizational culture, offering a structured approach to achieving both personal and professional excellence.

Learn more about Leader Compass

Atlas

Centralize mission-critical information like team contacts, operational procedures, and foundational values with this second layer and enhance cohesion and effectiveness.

Learn more about Leader Atlas

Arcade

The Arcade is the action – it streamlines the coordination of people, goals, and resources via day-to-day operations, detailed project roadmaps, continuous research and development, and KPIs tracking.

Learn more about Leader Arcade

 

Questions every leader should ask themselves

Leader Compass Questions – Philosophy, Culture & Ecosystem

Philosophy
  1. How would you describe your personal leadership philosophy?
  2. What are the core principles or values that guide decision-making across your organization?
  3. How do leaders in your company model habits like focus, proactivity, or resilience?
Culture
  1. How would you describe the current culture in one word? Why?
  2. What mechanisms exist for cross-team transparency and communication?
  3. How comfortable are teams with change, ambiguity, or challenge?
  4. How do you intentionally shape or refine the culture as you grow?
  5. What does employee feedback look like in your company?
  6. Are there regular rituals for reflection or check-ins at individual, team, or org-wide levels?
Ecosystem
  1. Do you feel you have the right people in the right roles?
  2. How do you hire — what do you prioritize (e.g., skill, potential, thinking style)?
  3. Are job roles clearly defined, flexible, and regularly updated?
  4. How would you rate your training and onboarding programs (1–10)? Why?
  5. What’s your approach to performance management and career development?
  6. Do you set goals using OKRs or another framework? How widely are they adopted?
  7. What’s your strategy for creating joyful, motivating work for your teams?
  8. How are you investing in learning resources (books, mentorship, peer groups)?

Leader Atlas Questions -Alignment, Clarity & Documentation

People & Culture
  1. Is your mission and vision clearly defined and accessible to all employees?
  2. Do employees know where to find key policies, values, and cultural artifacts?
  3. What does learning and development currently look like? Is it consistent across teams?
  4. Are there resources for coaching or mentorship readily available?
Clarity
  1. Do your teams have access to clear roadmaps, KPIs, or SLAs?
  2. Is there a central location (e.g., Confluence, Notion, etc) where critical team resources live?
  3. How often are these resources updated?
  4. How do you ensure teams stay aligned across different functions or departments?
Documentation
  1. How do you currently manage and share workflows, templates, and case studies?
  2. What analytical or decision-making frameworks are embedded in your org’s ways of working?
  3. Do people know where to find presentation templates, research summaries, or business cases?

Leader Arcade Questions – Rhythm, Innovation & Visibility

Rhythm
  1. What does your typical week look like — how do you lead proactively and reactively?
  2. Do you have a personal or team dashboard that organizes your OKRs, projects, or KPIs?
  3. What kind of recurring leadership meetings do you have? (1:1s, huddles, reviews?)
  4. How do you personally track progress against key initiatives?
Innovation
  1. Is there a dedicated space or method for experimentation and innovation?
  2. Do teams track learnings from experiments or RED initiatives?
  3. How do you encourage knowledge sharing and continuous improvement?
Visibility
  1. What tools or dashboards do you rely on most?
  2. Do you have a personal knowledge base or “command center” to keep you aligned?
  3. What would you need to operate more smoothly or make faster decisions?

Final Wrap-up

  1. If you could wave a magic wand and fix one thing in your organization, what would it be?
  2. How ready is your organization for change right now? (scale of 1–10, and why?)
  3. What would success look like if this organizational change goes really well?