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Antifragile Organizations

Welcome to the Antifragile Organizations Survey, designed to help teams reflect on how they respond to stress, uncertainty, and rapid change — individually and collectively.

Some organizations are fragile: easily disrupted and overly reliant on stability. Others are robust: able to withstand shocks, but not improve from them. The rare few are antifragile: they don’t just survive challenges — they learn, adapt, and emerge stronger. This survey helps you discover where your organization stands along this spectrum.

Through four sections — Response to Stress, Decentralization, Risk-Taking, and Feedback Loops — you’ll explore how your team reacts to adversity, shares authority, experiments, and learns. Each section includes short explanations to make the concepts easy to grasp.

Use this survey during strategic reviews, times of major change, or when you notice signs of brittleness (e.g., slow adaptation, fear of mistakes, over-dependence on key people). By fostering antifragility, you build an organization that thrives in uncertainty and grows through discomfort.

  • Before sending, you can edit the wording of each question to match your team’s language or context. On the next screen, you’ll add recipients’ emails (individually or in bulk) and set a deadline — note that this does not close the survey automatically but signals when you’d like responses.
  • Add a custom note to the invitation email explaining why antifragility matters — emphasize that this is not about blame but about building the capacity to adapt, learn, and thrive through challenges.
  • Facilitating the results: Once you receive the report, plan a dedicated workshop with your team or leadership group. Begin by discussing strengths revealed in the survey to reinforce confidence. Then explore areas of vulnerability and co-create 2–3 priority actions for each section (e.g., improving knowledge sharing, encouraging faster experimentation). Reinforce that discomfort can be a source of growth, and celebrate examples of adaptability to inspire others.

Types of questions

Likert scale

Number of questions

20

Author

Org360

License

Creative Commons

Response to Stress & Challenge

  • 1.1Our organization learns and improves after challenges or failures(likert)
  • 1.2We are open about mistakes and see them as opportunities to improve.(likert)
  • 1.3We move quickly to adapt when conditions change.(likert)
  • 1.4What could help us respond more effectively to stress, failure, or disruption?(open text)

Decentralization & Redundancy

  • 2.1We avoid bottlenecks by distributing knowledge and authority.(likert)
  • 2.2Multiple people or teams can take over if one person or system fails.(likert)
  • 2.3I have enough autonomy to respond quickly without waiting for approval.(likert)
  • 2.4Where are we too centralized or over-reliant on one person/system?(open text)

Risk-Taking & Experimentation

  • 3.1Trying new ideas is encouraged, even if they might fail.(likert)
  • 3.2We run small experiments to test ideas before going big.(likert)
  • 3.3People are not punished for thoughtful risk-taking.(likert)
  • 3.4How could we support more healthy experimentation or risk-taking?(open text)

Feedback Loops & Learning

  • 4.1We regularly gather and act on feedback.(likert)
  • 4.2Team members are encouraged to share lessons learned.(likert)
  • 4.3We have habits or systems for learning from our environment.(likert)
  • 4.4How can we build stronger feedback loops and learning culture?(open text)