Harmony, from Sonate · Organizational alignment diagnostic
See where your values stop at work.
Harmony measures the gap between what your organization says and how it hires, decides, and delivers. You get a score, the cost of the gap, and a 90-day plan.
Write to SonateRun with Maurice Charles, start to finish.
- Identity35%83
- Operations40%57
- Output25%67
Preliminary. Verification pending.
What Harmony measures
The gap between what you say and what you do.
Every organization states who it is. Harmony checks that statement in three places, scores each one, and shows where it holds and where it thins out.
- Identity35% of the score
Who you say you are.
Mission, values, and voice, as senior leadership states them.
- Operations40% of the score
How you actually run.
Hiring, decisions, and internal communication, weighted most heavily.
- Output25% of the score
What people outside receive.
Programs, service, and the work customers and the public see.
Two deltas, each in the open.
The Financial Delta
What the gap likely costs each year: turnover tied to misalignment, disengagement, and manager time spent on the symptoms. A conservative estimate, built from six numbers you supply and published SHRM and Gallup benchmarks.
The Declaration-to-Verification Delta
How far the score moves once someone checks it. Leadership declares, Maurice reviews the evidence, and the difference shows how much of the stated alignment the evidence supports.
One diagnostic, part by part · Sample
One diagnostic, part by part
Leadership declares who the organization is.
Mission, values, and voice, answered by senior leadership. Identity reads 83.
Then how it actually runs.
Hiring, decisions, and internal communication. Operations reads 57, where the values start to slip.
Then what it ships.
Programs, service, and the work the public sees. Output reads 67, and the gap has a place.
One score, computed by rule.
The layers weigh 35, 40, and 25. The Resonance Score is 69, Developing, and no model computes the number.
A plan that starts at the gap.
A cost estimated in the open and a roadmap for the first 90 days, preliminary until a practitioner reviews the evidence.
What changes at the leadership table.
TodayWhat you say, how you run, and what you ship each sit at their own height.
With HarmonyAll three read on one level, against one stated standard.
Today What you say, how you run, and what you ship each sit at their own height.
TodayThe board asks how aligned you are, and the answer rests on judgment.
With HarmonyEach layer carries a score, computed by rule, not by a model.
Today The board asks how aligned you are, and the answer rests on judgment.
TodayEverything that could be fixed lands on one long list.
With HarmonyThree priorities, and the first one is ready to start.
Today Everything that could be fixed lands on one long list.
Why the values gap comes first
Visibility precedes alignment.
A team cannot live its values until it can see where they hold and where they stop at work. Harmony shows that first, without softening it, so culture work aims at the real gap.
The process
From one sitting to a 90-day plan.
- 01
Declare.
Senior leaders answer 19 structured questions across the three layers, plus six numbers on headcount, pay, and turnover.
- 02
Score.
Fixed rules compute the Resonance Score, its tier, and the Financial Delta. The same answers always give the same number.
- 03
Verify.
Maurice checks the declaration against evidence, such as hiring materials and leadership interviews. Where the two differ, the score moves.
- 04
Plan.
You and Maurice walk through the gap, your primary strength, and a roadmap for the first 90 days with three priorities.
Reading the results
What the score tells you.
The Resonance Score runs from 0 to 100, the weighted sum of the three layers. Its tier says what kind of work comes next.
- 90 to 100ResonantAll three layers in active alignment. Rare.
- 80 to 89AlignedStrong alignment with minor gaps.
- 60 to 79DevelopingAlignment in some areas, notable gaps in others. The gap is visible and has a cost.
- 40 to 59StrainingIdentity is not yet carried into operations or output. The cost is likely material.
- Below 40FragmentedWhat the organization states and how it runs pull apart. Foundational work comes first.
- Where the gap sitsThree layer scores show which part of the organization carries the distance.
- What to build fromYour primary strength, named, so the plan starts from what already works.
- What to do firstThree priorities for 90 days, each tied to the layer it closes.
- How sure to beEvery report reads Preliminary until the evidence review is done.
Who it helps
Inside the company, and outside it.
Inside
Leadership, staff, operations, and the board
- Leaders share one read of alignment, instead of each holding their own.
- The roadmap puts stated values into hiring, decisions, and internal communication, where staff feel them.
- The gap carries a cost, so closing it competes for budget on the same terms as everything else.
- The board gets one number to track and a plan to report against.
Outside
Customers, candidates, funders, and partners
- Customers and the people you serve meet the organization your brand describes.
- Candidates find the culture your careers page promised.
- When a funder, partner, or buyer asks you to back a claim, you have evidence to show them.
Find out where your values hold.
Write to Sonate. Maurice will run the diagnostic with your leadership, review the evidence, and walk you through the results. You leave knowing where you stand and what to do first.
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