Burns Leadership Consulting

LeadershipPulse™

This survey assesses how your senior leadership team aligns on priorities, makes decisions, collaborates, follows through, and sustains performance. Your perspective helps identify strengths and focus areas so the team can improve execution and organizational health. Respond based on your experience during the selected period.

Your team & perspective

All fields and ratings are required unless marked optional.

Use the same window each time when comparing results over time.

How to respond

Select one rating for each statement, based on the period you selected.

1Strongly disagree2Disagree3Somewhat disagree4Neither agree nor disagree5Somewhat agree6Agree7Strongly agree
Ratings completed0 of 20
01

Align

Shared direction, priorities, stakeholder focus, and meaning.

A1. Our senior team is aligned on the most important priorities right now.
1 · Strongly disagree7 · Strongly agree
A2. We share a clear understanding of success, including the outcomes, stakeholders, and tradeoffs that matter most.
1 · Strongly disagree7 · Strongly agree
A3. Our messages to the organization are consistent and reinforce the same direction.
1 · Strongly disagree7 · Strongly agree
A4. We adjust our priorities when customer, employee, market, or other stakeholder needs materially change.
1 · Strongly disagree7 · Strongly agree
02

Decide

High-quality, timely decisions with appropriate involvement, clear ownership, and commitment.

D1. We make timely decisions using the right information and involving the right people.
1 · Strongly disagree7 · Strongly agree
D2. Decisions are made at the appropriate level rather than being unnecessarily elevated or delayed.
1 · Strongly disagree7 · Strongly agree
D3. Decision rights and ownership are clear, including who is accountable for next steps.
1 · Strongly disagree7 · Strongly agree
D4. Once a decision is made, we support it consistently unless new information requires reconsideration.
1 · Strongly disagree7 · Strongly agree
03

Engage

Trust, candor, constructive challenge, and enterprise collaboration.

E1. People raise tough issues directly and early rather than later or outside the room.
1 · Strongly disagree7 · Strongly agree
E2. Disagreement is handled constructively and improves the quality of our thinking and decisions.
1 · Strongly disagree7 · Strongly agree
E3. We demonstrate one-team behavior rather than protecting our individual function, role, or turf.
1 · Strongly disagree7 · Strongly agree
E4. Team members can acknowledge concerns, uncertainty, or mistakes without fear of being dismissed or penalized.
1 · Strongly disagree7 · Strongly agree
04

Execute

Coordinated ownership, accountability, barrier removal, and follow-through.

X1. We consistently convert priorities into clear owners, timelines, and next steps.
1 · Strongly disagree7 · Strongly agree
X2. We hold each other accountable directly when commitments slip.
1 · Strongly disagree7 · Strongly agree
X3. We surface and address execution barriers quickly rather than allowing them to create delay or drift.
1 · Strongly disagree7 · Strongly agree
X4. We coordinate effectively across functions when results depend on shared ownership.
1 · Strongly disagree7 · Strongly agree
05

Sustain

Leadership capacity, learning, adaptability, and capability for continued performance.

S1. We maintain enough leadership capacity to address immediate demands and longer-term priorities.
1 · Strongly disagree7 · Strongly agree
S2. We reflect, learn, and adjust our approach rather than repeating the same patterns.
1 · Strongly disagree7 · Strongly agree
S3. Our pace supports sound judgment and consistent leadership behavior under pressure.
1 · Strongly disagree7 · Strongly agree
S4. We actively strengthen the leadership, talent, and organizational capabilities needed for future performance.
1 · Strongly disagree7 · Strongly agree
Burns Leadership ConsultingLeadershipPulse™ · v2.1.5

About the Executive Team Performance Pulse

This pulse captures individual perspectives and reports results only at the team level. The goal is to surface patterns in how the senior leadership team is operating together, not to evaluate individuals. Aggregated results highlight strengths, potential risks, and focus areas across alignment, decision-making, engagement, execution, and sustainment. The data is used to support productive leadership discussion, clearer priorities, and informed action that strengthens both results and organizational health.

Thank you for completing the Executive Team Performance Pulse. Your input will be combined with other responses from your leadership team and used only at the team level. The results will help highlight strengths, surface potential risks, and focus leadership attention on what most supports effective execution and organizational health.

If you have questions about how the results will be used, please contact your executive sponsor. You may also contact us at info@burnsleadership.com.

This pulse focuses on the leadership behaviors that research shows matter most at the senior level. Follow this link to learn more about the model and research that informed the design of this survey.

Learn more