Q01
Message
All templates
Culture of Genius: Talent Mindset & Belonging Audit
Measures whether your organization or field rewards innate 'brilliance' over effort, curiosity, and collaboration — and how that mindset shapes psychological safety and belonging. Built for academic departments, R&D teams, and competitive knowledge-work cultures. The AI follow-up interview reconstructs a real moment respondents held back or witnessed talent-based bias, not just their general opinion about culture.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
13 questions · ~7 min
Q02
MatrixRequired
How much do you agree with each statement about how success and ability are viewed in your organization or field?
6 rows × 5 columns
- To succeed here, you need a natural talent that can't be taught.
- Asking for help is seen as a sign you're not cut out for this work.
- Making mistakes in front of others is seen as evidence you don't belong.
- People who need more time to understand something are seen as less capable.
- Quick, confident answers are valued more than careful, correct ones.
- +1 more
Columns: Strongly disagree · Disagree · Neutral · Agree · Strongly agree
Q03
Opinion ScaleRequired
How comfortable do you feel admitting you don't know something in front of your colleagues?
Scale: 1 – 7
Min:Not at all comfortableMax:Extremely comfortable
Q04
Multiple ChoiceRequired
In the last 3 months, how often have you held back from asking a question or admitting confusion for fear of looking less capable?
- Never
- Rarely
- Sometimes
- Often
- Very often
Q05
Best–Worst Trade-off (MaxDiff)Required
Thinking about how people actually get recognized and rewarded here (not how it's supposed to work), which of these are most and least rewarded?
- Demonstrating quick, confident answers under pressure
- Having an impressive academic or professional pedigree
- Working long hours or visibly grinding
- Collaborating and sharing credit with others
- Asking clarifying questions before acting
- Admitting mistakes and learning from them
- Persisting through repeated failure
- Mentoring or developing junior colleagues
Pick best & worst per setBest:Most rewarded hereWorst:Least rewarded here
Q06
Opinion ScaleRequired
Regardless of your background, how much do you feel you truly belong in this environment?
Scale: 1 – 7
Min:Do not belong at allMax:Completely belong
Q07
Multiple Choice
Have you seen someone's ability questioned based on assumptions about who is 'naturally talented' (e.g., tied to their gender, race, age, or background)?
- Yes, frequently
- Yes, occasionally
- No, never
- Unsure
- Prefer not to say
Q08
Rating ScaleRequired
Overall, how does your organization or field balance valuing innate talent versus valuing effort and growth?
Range: 1 – 5
Min:Heavily favors innate talentMax:Heavily favors effort and growth
Q09
AI Interview
Reconstruct one specific, recent moment the respondent held back a question, hid a mistake, or witnessed someone's ability questioned along identity lines — get the concrete situation, who was involved, what they were afraid would happen, and what they did instead. Anchor on their answer to how often they hold back and whether they've witnessed talent-based bias. If they say they've never held back or never witnessed anything, probe what specifically makes this environment feel safe, and whether that safety is equally true for people less senior or less similar to the dominant group.
Q10
Message
Almost done — just a couple of quick background questions to help us break down the results. Feel free to skip any of them.
Q11
Multiple Choice
Which best describes your role?
- Individual contributor
- Team lead / manager
- Senior leadership / faculty
- Student / trainee
- Prefer not to say
Q12
Multiple Choice
Do you identify with a group that is underrepresented in your field (e.g., by gender, race/ethnicity, disability, or first-generation status)?
- Yes
- No
- Prefer not to say
Q13
Message
Thank you for the honest answers. These responses feed directly into a report on where talk of 'brilliance' is helping performance versus quietly pushing people out — your specific story will be shared anonymously alongside the patterns we find.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
How it compares
We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.
Why this template
- Opens with a chat-style framing message, then combines matrix, opinion-scale, max-diff, and multiple-choice questions to map how talent and effort are actually rewarded versus how psychological safety and belonging show up day to day
- Includes a dedicated AI follow-up interview that reconstructs one specific, recent moment a respondent held back a question or witnessed talent-based bias, rather than settling for a general opinion rating
- Uses max-diff to force trade-off ranking of what actually gets recognized and rewarded, surfacing the gap between stated values and lived experience
- Closes with background questions on role and underrepresented-group identity so the auto-generated report can break down brilliance-bias and belonging patterns by segment
SurveyMonkey
Culture Of Genius Survey TemplateThis is the closest topical match, using the same 'culture of genius' framing to probe talent-versus-effort beliefs. It's a fielding-ready template but appears to rely on standard closed-ended questions rather than adaptive follow-up. Good for benchmarking language, weaker for uncovering specific incidents.
What it does well
- Directly addresses the culture-of-genius/brilliance concept
- Backed by SurveyMonkey's established survey distribution and analytics infrastructure
- Ready-to-field template with presumably established question logic
Where it falls short
- No adaptive AI interview to reconstruct a specific incident of talent-based bias — likely fixed-question format only
- No indication of automated per-response quality scoring
- No transparent, inspectable prompt/methodology behind question generation
Jotform
Culture Audit Form TemplateA general-purpose culture audit form rather than one focused specifically on talent mindset or brilliance bias. It's a static, fielding-ready form built on Jotform's form-builder, useful for broad culture checks but not tailored to belonging-under-a-genius-mindset dynamics.
What it does well
- Easy to customize within Jotform's drag-and-drop form builder
- Broad culture-audit coverage suitable for general HR use
- Simple to embed and share across teams
Where it falls short
- Static question set with no adaptive AI follow-up to surface specific bias incidents
- Not focused on talent/brilliance mindset specifically, so may miss nuanced belonging dynamics this topic requires
- No automated quality scoring or AI-generated analysis report
QuestionPro
Organizational Culture Assessment Survey TemplateA general organizational culture assessment template, not specific to talent mindset, genius bias, or academic/R&D contexts. It's a ready-to-use survey built on QuestionPro's platform, suitable as a broad culture pulse check but not designed to reconstruct specific bias moments.
What it does well
- Covers broad organizational culture dimensions
- Backed by QuestionPro's established survey and reporting tools
- Ready-to-field template with existing question bank
Where it falls short
- No adaptive or voice AI interview component to probe individual incidents of talent-based bias
- Not tailored to academic departments or R&D-specific brilliance-mindset dynamics
- No transparent prompt methodology or automated per-response quality scoring
SurveySparrow
A Complete Guide to Company Culture Survey With 20+ Sample QuestionsThis page is primarily a guide/blog listing sample company culture questions rather than a single fielding-ready template. It offers general inspiration for culture surveys but no packaged instrument focused on talent mindset or belonging under brilliance-oriented cultures.
What it does well
- Provides a wide sample bank of company culture question ideas
- Useful as an educational reference for survey question writing
- Associated with SurveySparrow's broader survey platform
Where it falls short
- Not a ready-to-deploy template — respondents would need a survey built from scratch using the samples
- No adaptive AI interviewing to reconstruct specific bias incidents
- No mention of automated quality scoring or auto-generated bias/belonging reporting
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.