Understand a leader. Help them lead better.
Cyfer brings together how a leader describes themselves, what drives them, how they tend to behave under pressure, and what their team actually experiences. One short report, built to support a good conversation.
Four views, one report
Each view is short and plain. Together they show where a leader’s own picture and their team’s picture agree, and where they do not.
How they describe themselves
Five personality traits from a well-known, public-domain questionnaire (the Mini-IPIP), in plain words.
What drives them
Nine motives such as impact, autonomy, belonging and reward. Which matter most to them, and which matter least.
How they behave under pressure
Eight common tendencies when results slip: tightening grip, going quiet, turning up the force and others. Flagged for the leader to watch.
What the team experiences
A short unattributed survey of the people who work most closely with them. Averages only, set beside the leader’s own rating of the same things.
How a review works
Set up (two minutes)
Enter the leader’s name and how many team members to invite. Cyfer makes a private link for the leader, one team link that gives each team member their own private link, and one for you.
Send the links yourself
Cyfer never emails anyone. It writes a short invitation for you to copy, check and send in your own voice.
Answer (about 10 minutes, 5 for the team)
The leader answers the profile and rates themselves. Each team member rates the same things from where they sit, and can say “can’t say”.
Close, read, share
When enough replies are in, you close collection and read the short report. You decide when the leader sees it, and whether they see the comments.
Built to be trusted
Unattributed by design. Replies are stored without names, links or times, and reports show only averages and unattributed comments. Each team member gets their own private link, which the organiser never sees. Whoever hands out the team link knows who was invited, and could use it to take a place and add replies of their own. Cyfer can’t stop this. Choose an organiser the team trusts, and never the leader.
Three replies minimum. Invite five or more if you can. Three is the minimum for results. No team result shows until at least three people have replied, no single statement shows with fewer than three answers, and a comment question shows only if at least three people wrote something.
Frozen before it is read. Until you close collection you see only whether there are enough replies, not how many. That stops anyone working out one person’s answers from how the results move.
Short life. Everything is deleted automatically after 30, 60 or 90 days, chosen when you set up the review (60 unless you change it), or at once when you press delete. No accounts, no cookies and no analytics. Netlify keeps standard security logs, as the privacy notice explains.
A conversation, not a verdict. The report ends with questions for a debrief. Cyfer must not be used to decide selection, promotion, pay or dismissal.
Honest about its limits. The motive, pressure and team scales are original and provisional. They have no comparison group yet and are labelled that way in every report.
For any leader, at any stage
A new starter. An established leader. Someone partway through a demanding programme of change. Cyfer is generic: the questions describe leadership behaviour, not any particular organisation or sector.
Early version. Use it to start development conversations. Cyfer must not be used to decide selection, promotion, pay or dismissal.