Cratic AI
The Cratic methodology

Culture isn't changed by a survey.

It's changed by the conversation. Cratic creates a rhythm of reflection, measurement and mindset change that develops with your team.

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Teams control
their journey.
A simple weekly rhythm

Answer → Vote → Huddle → Repeat

A few minutes of individual reflection and one short team huddle each week create a consistent place for better conversations to happen.

01

Answer

Each person privately answers a small number of questions selected for the team.

02

Vote

Team members anonymously read and upvote the perspectives they think are most worth discussing.

03

Huddle

The strongest ideas become the starting point for a focused 30-minute team conversation.

04

Repeat

The cycle continues each week, while Cratic adapts the journey as the team changes.

The methodology

A system for continuous change.

Cratic combines a simple weekly rhythm with recurring measurement and an 18-week transformation. LVM helps drive the discussions while organizational health measures show whether the team’s mindset and performance are actually changing.

Weekly huddles Short, structured conversations create a consistent place for teams to surface perspectives, build familiarity and work through harder topics.
Monthly measurement Baselines, pulse checks, eNPS and organizational health measures make progress visible instead of leaving culture change to intuition.
LVM-driven discussions Language Vector Mapping helps Cratic tailor questions and discussion topics to the language, patterns and dynamics emerging within each team.
Mindset & performance change The journey progressively develops communication, vulnerability and trust — then measures how those shifts affect the health of the team.
The 18-week journey

Change happens one conversation at a time.

The weekly cycle stays simple. What changes is the depth of the conversation — and the mindset of the group.

Week 0

Understand

Baseline measurement establishes where the team is starting, including eNPS and other organizational health measures.

Weeks 1–4

Open

Lower-risk conversations build familiarity, participation and a shared rhythm. The team begins learning how to hear one another differently.

Weeks 5–8

Deepen

LVM-driven questions increasingly explore assumptions, tensions and different perspectives emerging within the team.

Weeks 9–12

Trust

Greater vulnerability and psychological safety create room for harder and more useful conversations.

Weeks 13–18

Transform

Repeated conversation, reflection and measurement reinforce new patterns — moving from individual moments of openness toward a different group mindset.

Ongoing

Continue

Cratic keeps measuring, learning and adapting so culture is treated as a continuous organizational system rather than a one-time initiative.

Start wherever you are

Experience the system yourself.

Start individually, bring your own team, or explore how Cratic can be deployed across an organization.

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