Who it's for
Leaders in organizations that are defining or renewing their culture, onboarding new teams, managing mergers or areas with high turnover, or looking to improve their standing in climate surveys or best-places-to-work rankings.
The problem it solves
The values are on the wall and in onboarding, but not in meetings or in how conflicts get resolved. People don't feel they belong, and the leader doesn't know how to make culture visible without sounding forced.
Impact chain
It measures and develops the leader's ability to turn culture into everyday experiences, relationships, and behaviors. The program moves through this sequence; each module works one link, and the Leadership Impact Snapshot measures the full chain.
- Integration
- Belonging
- Trust
- Coexistence
- Celebration
- Culture
The 10 behaviors it develops and measures
These are the items of this program's Leadership Impact Snapshot (LIS). Each leader answers them on a 1-to-5 scale (1 = Never · 5 = Always) at the start and at the end; the comparison feeds their Evolution Radar.
- I make people feel part of the team from the moment they join.
- I create experiences that strengthen the sense of belonging to the team.
- I build trusting relationships that foster everyday collaboration.
- I create spaces where people can express themselves and connect with one another.
- I promote ways of coexisting that make the team a respectful and positive space.
- I manage differences in ways that strengthen coexistence rather than division.
- I celebrate the team's achievements in ways that reinforce what we want to keep building together.
- I make visible the behaviors that represent the culture we want to live.
- I act consistently with the values I expect people to live by.
- I turn the organization's values into concrete day-to-day behaviors.
How it works
| Element | Detail |
|---|---|
| Format | Short video lessons, on a web platform, with a practical activity per module |
| Standard duration | 12 weeks, one lesson per week with practice between lessons |
| Quiz per module | 5 situational multiple-choice questions, up to 2 attempts, with feedback |
| Commitments | Each module closes with an application commitment: what, with whom, and when |
| AI tutor | Supports questions and commitments within the platform; escalates to a human facilitator per rules defined by HR |
| Measurement | Initial and final LIS + quizzes + participation + colleague pulses + qualitative evidence (MEEL® methodology) |
| Report | Evolution Radar by leader, by group, and by cohort, exportable for leadership |
| Commercial model | Price per enrolled leader; quote on request. |
Frequently asked questions about Culture that Lives
Does it adapt to my company's values?
Yes. The base content works with the integration → belonging → trust → coexistence → celebration → culture chain, and the exercises and commitments can be adapted to your organization's defined values and behaviors. Adaptation is quoted separately.
Does it help improve our Great Place to Work result or climate survey?
Youleader can integrate your internal survey or GPTW results as a colleague-perception source within the Radar. MEEL® documents the evolution of leadership behaviors; it does not promise a specific climate result, which depends on multiple factors.
Is this an onboarding program?
No. It's aimed at leaders who already have a team. One of its topics is how to integrate new people, but the program addresses the full scope of culture, not just onboarding.