Leader Rounds gives the Studer-style rounding conversation a stoplight that can't be quietly painted green: every issue a person raises becomes a tracked item with an owner and a due date, its red/yellow/green is derived from reality rather than hand-set, and closing without a fix requires a written reason — because the ledger is published back to the person who raised it. Staff see the rounds about them, the issues they raised, and what happened next. That visibility is what separates a rounding program from a manager's private notebook.

A leader rounds on each direct report on a cadence, from a phone on the floor, using structured starter templates (staff rounding, new-hire 30-60-90, senior-leader skip-level) that admins customize copy-and-edit — or by paraphrasing the conversation and letting AI fill the form. A "who deserves credit" answer posts to Recognitions in one click, and a weekly reminder nudges any leader whose people are past cadence.

Coverage rolls up the reporting line: a director sees which managers rounded this month, open reds and their age, answer themes by team, location, or job title behind an anonymity floor — and whether a leader's "twelve rounds" were twelve conversations or four minutes of box-checking on the 31st. Coverage counts substantive rounds only, and the same metric feeds a built-in Loop measurement plan, so adopting the practice comes with a before/after number instead of a feeling.

An Ask AI assistant answers who's due, who's behind, and what's stuck — read-only, scoped to what the asker already sees, never the private notes. Patient rounding, EHR integration, and HCAHPS are deliberately out of scope: this is staff rounding, done honestly.

Learning Growth

Highlights

Round on every direct report on a cadence — the due list computes itself from your org chart, so transfers and new hires never orphan an obligation.

Every issue raised gets an owner, a due date, and a stoplight status derived from reality — red can't be quietly hand-painted green.

Staff see what happened to what they raised, including the reason when the answer is no. That visibility is what makes rounding a program, not a notebook.

Directors see coverage, open reds, aging, and answer themes per leader — rolled up the reporting line, exportable to CSV.

Twelve rounds logged in four minutes on the 31st shows up as a same-day cluster, not a 100% coverage number.

Ask the AI who's due, who's behind, and what's stuck — it answers only from what you can already see.

Capabilities

Rounding Capture

Structured rounds from typed templates — scale, yes/no, choice, free text, recognition pick, issue capture
Starter library: staff rounding, new-hire 30-60-90, senior-leader skip-level
Copy-and-edit template customization (starters stay pristine)
AI describe-to-fill: paraphrase the conversation, review the filled form
Capture on a phone on the floor — mobile surface at /m/leader-rounds
Skipped rounds carry a recorded reason — an untaken round is a decision, not a gap
Leader-only private notes, never visible to the person rounded on

Stoplight Issue Ledger

Every issue raised becomes a tracked item on the platform CAPA register with an owner and due date
Red/yellow/green derived from status + due date — never hand-set, never stale
Closing without a fix requires a written reason, shown to the person who raised it
Every status change lands an audit note on the issue's timeline, atomically with the write
Issues reassignable to anyone in the company (facilities, IT, HR)
New issues can never be born overdue — due dates clamp to today or later

Rollup, Themes & Accountability

Coverage rolled up the reporting line — which of my managers rounded this window
Coverage counts substantive rounds only — blank rounds don't count
Same-day capture clusters flagged to the director (in the tenant's own timezone), not smoothed into a percentage
Open reds and aging per leader, with leader search and CSV export
Themes: scale and yes/no answers aggregated by team, location, or job title
Anonymity floor on themes — groups below the configured size stay hidden, and hidden groups are counted
Obligation covers direct reports; skip-level rounds allowed without inflating overdue counts
Home dashboard widget: rounds due + open reds, on desktop and mobile

Close the Loop

Every employee sees the rounds about them, the issues they raised, and what happened next
Ledger rows link back to the exact conversation that raised them
Status-change notifications to the person who raised the issue, deduplicated
Weekly reminder to leaders whose direct reports are past cadence (Mondays, in-app)
One-click Recognition post from a round's "who deserves credit" answer — full moderation and approval gates apply

AI Assistant & API

Ask AI assistant: due lists, coverage rollups, and ledger queries in plain English
Assistant is read-only and scoped to what the asker can already see — private notes are never AI-visible
REST API: due list, round capture, ledger reads and status updates
API writes share the web app's services — identical authorization and validation on every surface
Loop measurement plan: adopt monthly rounding and measure substantive-conversation adoption before/after

Limits & Specs

Default rounding cadence: 30 days (configurable 1-365, per-template overrides)
Theme anonymity floor: 3 people (configurable 2-25)
Scale answers: 1-5
Issue description: Up to 2,000 characters
Coverage window: 7-365 days
Assistant tools: 4 (all read-only)
Pricing: $12/operator/mo, min 10 (license required, opt-in per tenant)

Use cases

Healthcare leader rounding

Run Studer-style staff rounding — cadence, structured questions, stoplight follow-through — without a separate point solution or a consulting engagement.

Retail district accountability

A district manager sees which store managers actually talked to their people this month, and what's stuck at every store.

New-hire retention

30-60-90 rounding catches the reasons people quit in the first quarter while there's still time to fix them.

Frontline issue escalation

Broken tools, missing equipment, and process friction raised on the floor become tracked items with owners — not hallway conversations that evaporate.

Listening at scale

Answer themes by team, location, or job title show where support is thin — with an anonymity floor so small groups are never exposed.

Resources

Leader Rounds Datasheet (PDF)

Datasheet

Features, the stoplight model, pricing, and FAQ on one downloadable sheet — share it with your team.

FAQ

No — Leader Rounds is staff rounding only: leaders rounding on their people. Patient rounding, EHR/census integration, and HCAHPS are deliberately out of scope.

Anyone with direct reports in the org chart. The rounding obligation covers direct reports; rounding deeper into your reporting subtree (skip-level) is always allowed and never inflates overdue counts.

Yes — by design. Employees see completed rounds about them, the issues they raised, current stoplight status, and the written reason whenever an issue is closed without a fix. The leader's private notes are never shown.

Derived, never hand-set: green when the issue is resolved, red when it's overdue or closed without a fix, yellow otherwise. Closing without a fix requires a written reason.

Three things: rounds with no substantive answers don't count toward coverage, subjects can see their rounds exist, and same-day capture clusters are surfaced to the director.

Yes. A built-in Loop measurement plan windows substantive rounding conversations before and after you adopt the practice, and the coverage report tracks adoption weekly. The metric counts substantive rounds only, so box-checked blanks can't inflate it.

It answers due-list, coverage, ledger, and my-rounds questions with four read-only tools, always scoped to what you can already see in the app. It cannot capture rounds, change issue status, or read anyone's private notes.

Per operator — the leaders who round — at $12/operator/month with a 10-seat minimum. License required; admins opt in per tenant. People being rounded on don't consume seats.