The AI People System That Starts With People, Not Scores
Most workplace trust tools begin with a measurement: a score, an index, a survey result. Vizuna begins with what actually happened this week. A meeting that didn't land the way it was meant to. A decision that keeps reopening. A working relationship that's gone quiet. That's the input — and what comes back is a specific change to make, in the actual words to say it.
The measurement still happens. It just isn't the point. It's what makes the next suggestion sharper than the last, rather than something to check on a dashboard.
For an organisation, the same mechanic runs at scale: every person gets a private practice, and leaders get an aggregate read — never individual scores, never who said what.
Three private layers — Self, 1:1, and Team
Self
A short reflection on a real situation from the week — usually a couple of minutes. Not a mood check-in. Not a personality quiz. You describe what happened; Vizuna AI acts as a private coach here — surfacing the pattern underneath it and suggesting what to do differently next time. This is where the "coach" experience lives, inside the wider system.
1:1
For the working relationships that actually matter — a manager, a colleague, someone you can't direct by title alone. You reflect on your side of it. If you invite the other person in, their input is anonymised and aggregated before it ever reaches you: you get the pattern, never the specific words, never the person.
Team
Once enough people on a team are participating — Vizuna will not show a pattern below the privacy threshold — leaders see aggregate signals: where decisions are clear, where they're not, where psychological safety is thin, where the pace is unsustainable. No individual score ever surfaces here, at any threshold.
Four dimensions, in plain language
Vizuna reads Self and 1:1 situations through four dimensions. Each one maps to a question you can actually ask yourself.
Credibility
Do people trust your judgment without double-checking it? Ask: did I explain my reasoning clearly enough that no one felt they had to verify it themselves?
Reliability
Do people trust your follow-through? Ask: did I flag the delay before the deadline, or after?
Safety
Do people trust that raising a problem with you is safe? Ask: when someone disagreed with me this week, did I get curious or did I get defensive?
Selflessness
Do people trust that you're weighing their interests alongside your own? Ask: did I make space for what the team needed, or only for what I needed?
Selflessness does not mean putting yourself last. It means the people around you can tell you are holding their interests and your own at the same time — not one instead of the other.
It's not only about trust
Trust is the dimension most visible on the surface, but it isn't the only thing Vizuna works on. The same weekly practice covers ten areas of how you operate with other people: trust, communication, collaboration, leadership, feedback and coaching, conflict resolution, accountability, change and AI adoption, team effectiveness, and personal growth and resilience. Bring whichever one of these is live for you this week — Vizuna doesn't require you to file it under "trust" first.
How teams see it, without seeing individuals
Once a team's participation clears the privacy threshold, Team Pulse surfaces aggregate patterns across seven working conditions: clarity, execution reliability, psychological safety, alignment, decision clarity, sustainable pace, and healthy conflict. A leader sees which of these is under strain and can run a time-boxed Team Experiment against it — never a ranking, never an individual score, never who said what.
What makes this different from the alternatives
A general AI chatbot only knows what you typed in today. Vizuna carries your reflection history, the specific relationships you're working on, and — when you invite it — protected colleague input, and tests your read of a situation against how people actually experienced it.
An engagement survey tells your organisation how the room feels, once a quarter. It doesn't tell you what to do on Tuesday.
A 360 review names a gap once a year and leaves you to close it alone. Vizuna is what happens in the eleven months after.
Coaching works, and this doesn't replace it — it reaches a handful of people a few times a year. Vizuna carries the work between sessions, for everyone who doesn't get a coach.
Full comparisons: Vizuna vs ChatGPT, Vizuna vs engagement surveys, Vizuna vs 360 reviews.
Privacy, as an architecture, not a policy
Your reflections are visible only to you. Colleague input is anonymised and aggregated before you see it. Organisations and sponsors only ever see aggregate patterns at thresholds that protect small groups — never raw text, never individual scores, never who said what. This isn't a setting you can turn off; it's how the system is built.
See it on your own week.
Bring one real situation from this week and see what Vizuna gives you back.