How the Six Yeses Map to the FOC Belong & Perform Self-Assessment Areas
Framework Overview
This guide helps you understand what you're actually measuring when you take the FOC Belong & Perform Self-Assessment.
Each of the six assessment areas measures whether one of the Six Belonging Agreements from Belong & Perform is actually functioning in your work environment — not just whether you wish it were.
When these agreements are established and maintained, they transform belonging from an abstract ideal into an operational reality that makes your high performance inevitable.
Use this guide to:
- Understand what each question is measuring
- See which belonging agreement each area maps to
- Identify which agreements are working for you and which are hindering your performance
- Find the specific chapters in Belong & Perform that explain why each one matters for your performance
Assessment Area 1: I Belong at My Company (3 questions)
Mapped to: Yes #1 "I Belong"
If This Agreement Is Fully Established, Your Score: 3/3 (100%)
What This Area Measures: This area measures the foundational belonging agreement — your mutual commitment with your leaders and teammates to Feel, Own, and Care for one another in successes, dreams, and failures.
If you have this agreement in place, here's how you'd answer:
Q1a: "I feel for my leaders' and team members' successes, dreams, and failures. And my leaders and team members feel for me in the same way."
- ✅ YES — This is the core FOC empathy dynamic in belonging
Q1b: "I take ownership of my leaders' and team members' successes, dreams, and failures. And they take ownership in the same way for me."
- ✅ YES — Mutual accountability is the second pillar of belonging, not imposed but agreed to
Q1c: "I care for my leaders' and team members' successes, dreams, and failures. And they care for me in the same way."
- ✅ YES — Compassion without self-erasure, the third element that makes belonging complete
Book Quote (Chapter 3):
"Belonging exists when people are in agreement to feel for, own, and care for one another — in their successes, dreams, and failures — and mutually choose that relational state, with all the vulnerability that comes with it."
Assessment Area 2: I Believe in My Company (6 questions)
Mapped to: Yes #2 "I Believe"
If This Agreement Is Fully Established, Your Score: 6/6 (100%)
What This Area Measures: Belief as orientation — your alignment with purpose, mission, leadership, teammates, direction, and the work itself. Not loyalty theater, but genuine conviction that this is worth committing to.
If you have this agreement in place, here's how you'd answer:
Q2a: "I believe in my company's core values."
- ✅ YES — Belief requires trust in the foundational principles
Q2b: "I believe in my company's shared purpose or mission."
- ✅ YES — This is the "why" that makes belief possible
Q2c: "I believe in my leadership team."
- ✅ YES — You can't believe in the direction without believing in those leading it
Q2d: "I believe in my teammates."
- ✅ YES — Belief is shared: "Do I trust the people carrying this?"
Q2e: "I believe in my company's strategic direction and abilities."
- ✅ YES — Conviction that the path forward makes sense
Q2f: "I believe in the products and services I help provide to the world."
- ✅ YES — Belief in the actual work being done
Book Quote (Chapter 6):
"Belief forms when people can see — and trust — what they're being asked to give themselves to. This includes belief in: the company's purpose, the way that purpose is pursued, the people leading it, the teammates carrying it, and the work itself."
Assessment Area 3: I Know and Live My Core Values and Strengths (3 questions)
Mapped to: Yes #3 "I Live My Values"
If This Agreement Is Fully Established, Your Score: 3/3 (100%)
What This Area Measures: This agreement ensures you don't flatten yourself to fit in, but are mandated to bring your full self AND be responsible for your impact. Your identity and accountability grow together.
If you have this agreement in place, here's how you'd answer:
Q3a: "I know and live my own core values and strengths in my work at my company."
- ✅ YES — This agreement invites you to bring your full self to work
Q3b: "I am encouraged to live my values and strengths to their fullest in my work."
- ✅ YES — Your company requires (not just allows) you to perform from your values
Q3c: "I have deep personal accountability in my work at my company."
- ✅ YES — Accountability isn't imposed; it comes from owning your impact when living fully
Book Quote (Chapter 7):
"You don't flatten yourself to fit in here. And you don't get to hide behind authenticity either. You're mandated to bring your full self — and to be responsible for your impact on the company tribe."
Assessment Area 4: I'm Personally Joined to the Company's Story (5 questions)
Mapped to: Yes #4 "I Join My Personal and Company Story Together"
If This Agreement Is Fully Established, Your Score: 5/5 (100%)
What This Area Measures: This is where your personal story and your company's story cease being parallel and become joined — "my story belongs with this company's story in the world."
If you have this agreement in place, here's how you'd answer:
Q4a: "I understand my company's unique way of achieving its purpose to change the world."
- ✅ YES — You understand how your company uniquely pursues its purpose
Q4b: "I embrace my company's uniqueness in its purpose."
- ✅ YES — You chose to join because it resonated with you
Q4c: "I understand how my unique strengths matter in fulfilling the company's shared purpose."
- ✅ YES — You see how your unique contribution advances the shared purpose
Q4d: "My personal strategic story contributes to the company's story and shared purpose."
- ✅ YES — Your personal strategic story is now joined to the company story
Q4e: "I am accountable for my commitments and contributions to the company's shared purpose."
- ✅ YES — Once stories are joined, walking away means walking away from yourself
Book Quote (Chapter 8):
"When personal story and company story align, people don't have to choose between self-interest and mission. They advance both at the same time."
Assessment Area 5: I Own My Work Practices and How I'm Measured (6 questions)
Mapped to: Yes #5 "I Own My Practices and How I Am Measured"
If This Agreement Is Fully Established, Your Score: 6/6 (100%)
What This Area Measures: This is where belonging becomes operational. Ownership through your agreement on what practices matter, how success is measured, and who owns the outcome.
If you have this agreement in place, here's how you'd answer:
Q5a: "I understand the practices I need to succeed at my work."
- ✅ YES — You have clarity on what practices matter
Q5b: "I am provided the means to develop the people and technical skills I need to succeed."
- ✅ YES — Resources for development are available to you
Q5c: "I take ownership of my work practices, both in development and outcomes."
- ✅ YES — Ownership was invited, not extracted
Q5d: "I understand and take a majority role in defining what success looks like in my work."
- ✅ YES — You have agency in defining what good looks like
Q5e: "I play a significant part in how I'm fairly measured by my company."
- ✅ YES — You co-created the metrics with your company
Q5f: "I'm measured and guided in ways that lead to both professional and personal growth."
- ✅ YES — Measurement as feedback, not judgment
Book Quote (Chapter 9):
"Ownership can't be extracted after the fact. It has to be invited at the beginning... 'This is what good looks like.' 'This is why it matters.' 'And this is where we want your judgment, your agency, and your ownership in shaping it.'"
Assessment Area 6: I'm Supported to Grow and Maintain Balance (6 questions)
Mapped to: Yes #6 "I Understand, Define, and Own How I Grow"
If This Agreement Is Fully Established, Your Score: 6/6 (100%)
What This Area Measures: The resolution of the growth vs. burnout tension. Growth happens WITH you, not TO you. You have agency in determining what growth costs and whether it's sustainable.
If you have this agreement in place, here's how you'd answer:
Q6a: "My growth is encouraged and assisted by my company."
- ✅ YES — The company actively supports your growth
Q6b: "I am responsible for defining and owning how I am grown."
- ✅ YES — You have agency; growth isn't imposed on you
Q6c: "My growth benefits me personally and supports the company's purpose."
- ✅ YES — Mutual benefit, not extraction
Q6d: "I understand and define what balance looks like between my family and work."
- ✅ YES — You define what balance looks like
Q6e: "I am empowered to keep balance in my life between family and work."
- ✅ YES — You have agency to maintain boundaries
Q6f: "I am successful in keeping that balance."
- ✅ YES — Because it's owned, not imposed
Book Quote (Chapter 10):
"This yes doesn't prevent hard work. It prevents catastrophic loss... What does growth cost me — and do I get to decide?"
Summary: What a Perfect Score Means
If You Scored 29/29 (100%):
You have all Six Belonging Agreements genuinely functioning in your workplace, which means:
- Your belonging is named and mutual — not assumed or imposed
- Each yes builds on the previous — they're sequential and cumulative
- Your agency is preserved — you have choice and voice in how you work
- Accountability is internal, not imposed — you own it because you agreed to it
- The relationship is mutual — Feel, Own, and Care flows both directions
The Reality Check
In practice, you'll rarely see perfect 29/29 scores, even in strong cultures, because:
- Belonging agreements need ongoing renewal
- New challenges test different aspects
- Individual experiences vary even within strong cultures
- The assessment reveals where agreements need reinforcement
If you scored 80%+ (23-29): The Six Yeses are substantially in place and working for you.
If you scored 50-79%: Some yeses are established but others need attention.
If you scored below 50%: Belonging agreements either weren't established or have significantly degraded.
Key Insight from the Framework
The Six Yeses aren't aspirational ideals — they're operational agreements that create the conditions for elite performance.
When these agreements are functioning in your workplace:
- Your performance doesn't have to be chased
- Accountability feels expected, not imposed
- You shift from conservation to contribution
- Your fear transforms from "fear of" to "fear for"
- Your elite performance becomes inevitable, not extracted
The assessment measures whether these agreements are actually in place and functioning for you — not whether you wish they were.