Know how your organization actually behaves, team by team, every week
Parafoil is leadership intelligence: a continuous read on how your organization leads, drawn from the conversations where the work happens. See where leadership is working, where teams are strained and where change is stalling, while every leader grows with private feedback.
Your organizationWeek of Oct 13
Ask Parafoil · your organization
What should I raise with the executive team this week?
Sales, before it shows up in the numbers
Since the reorg on Oct 6, decisions in Sales come back a second time twice as often.
Engineering and Product are moving the other way: more delegation, more coaching.
Based on meetings analyzed across 25–49 managers, last six weeks.
Attend to
Sales has lost its 1:1 rhythm since the reorg, down a third in six weeks. Worth a conversation with the Sales lead this week.
Why Parafoil
Always-on, real-time behavioral data on how your organization leads
It's the question behind every transformation engagement and every coaching program: how is leadership actually showing up in the work? Parafoil answers it continuously, for the whole organization and for every leader in it, from the conversations where the work already happens.
Where decisions get made
Who decides, who's consulted, and which decisions keep coming back.
Where priorities get tested
Which teams act on the strategy, and which only talk about it.
Where trust gets built
How leaders listen, coach and hand over ownership, week after week.
Understand what's going on, in real time
Parafoil reads how your organization works as it happens, so you're not waiting a quarter for the survey to tell you how people felt.
What you see
Know what you should be paying attention to
Parafoil surfaces early signals of risk and momentum, before anyone has to ask. Every answer names a team, says what changed and suggests the next step.
Is the strategy landing?
See which teams are acting on your priorities, and which are only talking about them. Learn more →
PrioritiesLast 8 weeks
Is the strategy landing?
“AI-first support” is being acted on in Support and Product. Sales discusses it but has made no decisions in six weeks.
AI-first support · by team
Which teams need attention?
Early signs of overload and attrition risk, weeks before they show up in a resignation. Learn more →
Health & RiskLast 3 weeks
2 teams show early signs of overload: Platform Engineering and Sales.
1:1s down 31% and unclear direction in 34% of meetings over three weeks.
Next step: Check 1:1 cadence with the department lead
After-hours meeting load among the organization's highest for four weeks.
Next step: Agree on meeting hours and buffers with the department lead
Is AI actually changing how we work?
Every team on one scale, from curious to native, so you know where the transformation is real. Learn more →
AI transformation12-week trend
↗ trending toward Native · pace steady
Stage 3 of 4: Embedding. Trending toward Native, pace steady.
Evidence · behavior shift
Where each team sits
Who actually works with whom?
The map the org chart can't draw, with the connections that are fading. Learn more →
Collaboration across analyzed meetings
Ask Parafoil
Get the answer before the board asks
Ask the question no dashboard anticipated, in your own words, and take the answer straight into the room. Or let it come to you: every Monday, the teams worth a look arrive in Slack and email.
Ask Parafoil · your organization
Compare Engineering and Sales on decision-making since the reorg.
Engineering is delegating more, and Sales is reopening decisions
Since Oct 6, Engineering moved toward Delegate and Consult. Decisions are made in the meeting more often, and fewer come back a second time.
Sales moved the other way: more decisions reopened, and Command rose as the most common mode in 1:1s.
Based on meetings analyzed across 25–49 managers, this quarter.
Platform Engineering · Intensity, three weeks running. After-hours meetings are about double this team's normal, across most managers in the team.
Rule out first: a release deadline or on-call rotation.
Next step: worth a conversation with the team lead this week.
Sales · Decisions, one week. Decisions came back up for discussion more often than usual, for about half the managers.
Rule out first: a pricing or territory change.
Everything else is within its usual range. This describes conditions in team meetings, not anyone's performance.
Works in Slack, email, Claude, ChatGPT and on the web. Answers are always about teams, and questions about individuals are politely refused.
Measurement for your organization
Measured against the organization you're building
Your principles, your structure and your moments of change become the yardstick, so every read tells you how far you are from where you're taking the organization.
Your principles
Your leadership principles and values become the measure, reported team by team.
Your structure
Teams, levels and functions come from your HR system, so every view matches how you're organized.
Your moments
See what changed after a reorg, a launch or a leadership program, against the rest of the organization.
Your rules
Your organization decides what's analyzed, who is told and how it rolls out.
Your principle12-week trend
“Decide with data”
Reported for teams, never individuals.
The science
Science you can't prompt your way to
Anyone can point a language model at a transcript. Parafoil brings cognitive and behavioral science to the conversation, calibrated by a panel of expert leaders, so its answers hold up in the boardroom.
Language that reveals how people think
Word choice tracks certainty, confidence and who holds the floor. Parafoil measures those signals in every conversation.
Grounded in behavioral science
Built on decades of peer-reviewed research into how people lead, decide and work together.
Calibrated by expert leaders
Parafoil's measures are calibrated against the judgment of experienced leaders, so it sees what a seasoned eye would see.
Measured against your own history
Each team is compared with its own normal, so real change stands out and a busy week doesn't.
For every leader
Grow every leader in the moment
Most people are never trained to lead. Parafoil gives every manager private, specific guidance from their real meetings, measured against their own goals, with no extra work. The organization sees the change add up.
1:1 with your report · just now
Only youYour Coaching style showed up strongly in this meeting.
When your report raised the vendor delay, you asked what options they had already weighed before offering yours, and they left with a plan they had shaped.
Try next time: agree on a date for the follow-up before the meeting ends.
4 Leadership Actions
• State the value of Terrence's pricing analysis
• Let Priya own the client presentation
• Agree on the follow-up date
Draft Talking PointsIn 12-week pilots: 80% of managers changed how they lead, and the data agreed.
Built to roll out across enterprises like yours.
Privacy by design
Private for every leader, so the organization can trust what it sees
Each leader's feedback goes to that leader alone. The organization sees team patterns, never individuals. That's why people lead naturally, and why the data is honest.
Feedback that belongs to the leader
Every leader's feedback is theirs alone. It never becomes a score or a review, which is why people use it honestly.
Answers about teams
Your organization sees how teams are working, never what one person said or did.
Consent built in
Everyone in the meeting can be told and asked first, and no bot ever joins the call.
Your data, your rules
SOC 2 Type II, enterprise controls and a Trust Center your security team will recognize.
See it from the other side: for managers and for their teams.
Visit the Trust CenterSolutions
Start with your role
One read on how your organization actually behaves, with a way in for every leader.
CEOs and executive teams
Run the business on how it actually works
CHROs and People leaders
Know what you should be paying attention to
Transformation office
See where the change is stalling
Functional leaders and HRBPs
Know how your teams actually work
L&D and talent
See what you teach show up at work
People analytics
The sensor your survey is missing
Managers
Private guidance after every meeting
Team members
What it means when your manager uses Parafoil
Or start with the question you're asked most
AI transformation
Know whether AI is actually changing how you work
See which teams have changed how they work, and which are still only talking about it.
Program impact
Get behavioral ROI on your leadership programs
Show whether managers lead differently after a program, against a comparison group a CFO will accept.
Collaboration
See how your organization actually collaborates
Which teams actually work together, and where the connections are fading.
Team health
Spot early signs of overload and attrition risk
Hear about the team that's struggling while it's still a conversation, before it shows up in an exit interview.
Strategy execution
See whether the strategy is landing
Name your priorities and see which teams are deciding and following through, week by week.
Beyond the survey
Know what's changing between surveys
A weekly behavioral signal alongside your engagement survey, with an API and CSV for your own models.
Critical acclaim
What leaders are saying
My feedback was vague: delegate more. Parafoil turned it into specifics — the exact meetings where I was the bottleneck and could have handed the decision over.
Nas, Engineering Manager
Our survey tells me how people felt last quarter. Parafoil tells me how we're actually leading this week, team by team. It's the first thing I'd take into a board meeting.
Bob, Chief People Officer
Adding Parafoil to how I manage has probably been the most useful thing I've done for my own growth. It's like a mirror I actually trust.
Sarah, ex-Big Tech PM
Integrations
Works with the tools you already use
Parafoil fits into your calendar, your HR system and the places your managers already work, so there's no new tool to roll out.
Your calendar and meetings
Any meeting platform. No bot joins the call.
Your HR and learning systems
Teams, levels and cohorts come from your HR system.
- Sana
Where your managers already work
- Claude
- ChatGPT
- Fathom
Discover Parafoil
See Parafoil in action
Book a 30-minute demo with our team.
See how managers experience Parafoil.