Walk into Monday's meeting knowing what your team actually thinks.
One structured week gives you what a year of 1:1s won't: a validated picture of your team. What is working, what is not, what it costs, and what to do first.
Good managers guess.Great leaders verify.
I know what frustrates them.
86% of leaders believe greater transparency leads to greater trust. Only 13% are actually leading on it. (Deloitte, 2024)
I know their priorities.
Teams adjust what they report based on what they think you want to hear.
My door is open. They know they can come to me.
59% of the global workforce are quietly quitting. Not loud enough to get noticed. Not engaged enough to stay. (Deloitte, 2024)
I would hear if something was seriously wrong.
The honest conversation happens at lunch, not in the meeting. You are never in that room.
We run a quarterly survey.
Your team fills it out the same way they fill out a performance review: carefully.
WHY THIS EXISTS
Most managers are good at their jobs. They pay attention. They care about their teams. They think they have a reasonable read on what is going on.
The problem is that the information reaching a manager has been shaped by what feels safe to say, by when they are asked and how often, by what works in a 1:1, by what makes it through when you ask in a group.
People do not lie. They answer the question in the way that feels least risky. The honest version lives somewhere else.
Senseeing exists to get there. Not through another survey. Not through a pulse check that tells you morale is a 6.8.
Through a structured conversation designed, from the beginning, to make honesty safe. Every person speaks. Every answer is private. Every person can say it the way they actually think it. Senseeing translates their words into clear, actionable language. They review it before anything gets sent.
What comes out is a Team Profile. What your team is trying to accomplish. What is getting in their way. What they need to move forward. In order of what matters most.
The manager does not have to guess anymore. The team does not have to calculate the cost of being honest.
Your team sees a manager who asked and actually moved.
Your VP sees a manager with actionable intelligence, not slide deck optimism.
Your peers see someone running their team with a rigour they wish they had.
You caught the problem before it grew wings, and turned it into a conversation worth having.
WHEN TO USE IT
Before the decision is final. That is the right moment.
Every Senseeing gives you your Team Profile. The ranked, validated picture of your team. What changes across these moments is what you do with it.
Before a strategic decision
You are about to make a call that shapes the next six months. Your read on where things stand came entirely from your own head. Run a Senseeing before the decision is final. Not to change the outcome. To know which assumptions you were about to carry into the room unchecked.
You get:
Team Profile. A clear view of where your assumptions held up and where they did not. Talking points for the announcement that land better because you already know what the concerns are.
Before a strategic decision
You are about to make a call that shapes the next six months. Your read on where things stand came entirely from your own head. Run a Senseeing before the decision is final. Not to change the outcome. To know which assumptions you were about to carry into the room unchecked.
You get:
Team Profile. A clear view of where your assumptions held up and where they did not. Talking points for the announcement that land better because you already know what the concerns are.
HOW IT WORKS
Five acts. One week. One clear picture.
GIVE US YOUR CONTEXT
Give us your context (~10 minutes)
A 10-minute conversation. You tell us what your team is working toward, where you think the friction is, and what you are least sure about.
Responding as Sparrow-41.
Your identity never enters the system.YOUR TEAM EXPLORES
Your team explores (~15 minutes each)
An AI-guided conversation with every person on your team. Structured like a discovery interview: what are you trying to get done, what gets in the way, what is working. It digs. It adapts. It asks the thing underneath the thing. Everyone responds under a pseudonym. They review and approve every word before it is sent.
YOUR TEAM SHAPES THE PICTURE
Your team shapes the picture (~10 minutes)
Your team sees the anonymised themes from everyone's conversations. They vote with a limited number of votes, so every choice is a real one. One final line: the thing they most want you to understand.
Internal approvals slow every deal
8 of 9Cross-team handoffs break momentum
6 of 9Async approvals for deals under $50K
7 of 9Team cohesion under Q2 close pressure
6 of 9In-team coaching and knowledge sharing
3 of 9YOU SEE THE FULL PICTURE
You see the full picture
Confirmations, blind spots, gaps. Each with statistical weight. Eight of ten people raised this. The cost analysis is built from what the team actually reported, not estimated. You see where your assumptions held and where they did not.
YOU ACT WITH CONFIDENCE
You act with confidence
Talking points for the hard conversation. A facilitation guide for going deeper with the team. A brief for leadership. 30-day follow-up built in. The loop closes.
YOUR OUTPUT
What you'll have by Monday.
Not a score. Not a slide deck. The ranked truth, with a plan.
blind spots discovered
combined friction cost
aligned on the top priority
team energy
Account Executive Team
10 people in this role
Combined estimated cost of top 3 pain points
~63,100 EUR/year
Based on 10 people at 52,000 EUR avg salary
~110 hrs/week lost across the team
No clear process for when a deal stalls mid-pipeline
Team invested 40% of priority weight
CRM data entry takes longer than the actual selling
Team invested 25% of priority weight
Root cause: “Required fields doubled after the last CRM update”
Click to see workaround, team ideas ↓Territories overlap and nobody wants to raise it
Team invested 15% of priority weight
Root cause: “Territories were drawn two years ago, never updated for new hires”
Click to see workaround, team ideas ↓Intelligence that does not die in a PowerPoint.
Classified, not just listed.
Each finding is tagged: fix it this week, coordinate across teams, or investigate deeper. You know what to do Monday morning, not just what is wrong.
Talking points for the hard conversation.
Specific to what your team said. Designed so the conversation goes well. Opening lines, questions to ask, responses to avoid.
Your team sees you acting.
Your team can see what you committed to. In 30 days, the system follows up. They know you meant it.
WHERE WE ARE
We are building the founding cohort.
We are looking for managers who want to run one Senseeing before we open broadly. If that is you, get on the list and we will reach out when we are ready to bring you in.
Founding partners shape the product and keep founding pricing.
QUESTIONS