Rigorous research, translated for people who make decisions.
I design and run surveys, reviews and audits for organizations that want to better optimize employee performance, job satisfaction, and leadership. This work is grounded in fifteen years of published research on bias, belief, and wellbeing.
I offer two core services: Behavioral science-backed 360° reviews that turn feedback into measurable growth, built on research into how people give, receive, and act on feedback. Organizational climate and equity audits that reveal growth curves for emplyee satisfaction and belonging, showing where perception and experience diverge and what to do about it.
Alexandra Suppes, Ph.D.
Social Psychologist
Ph.D. Psychology, Columbia University
M.A. Psychology, Stanford University
B.A. Philosophy, Stanford University
Collaborated with NYU Abu Dhabi, Weill Cornell Medical College
Published in Political Psychology, Social Science & Medicine, Psychological Science, Personality and Social Psychology Bulletin, and elsewhere
Additionally, I review business leadership books, please check out my latest review!
Consulting
Independent behavioral research for organizations that need evidence, not intuition, behind a decision.
360-degree reviews that leaders actually trust and act on
Feedback from managers, peers and direct reports, gather with the same rigor as a published study. Clear enough to act on, and confidential enough that people tell the truth.
Built on research methods,
not a generic template.
Instrument design, anonymized thresholds, and reporting drawn from peer-reviewed survey and organizational research. Not a repurposed engagement-survey tool.
Who a 360° review is for
Most useful where a leader or team is at an inflection point and needs an honest, structured read on how they're actually coming across.
Small & mid-sized companies
Teams too small for a big-firm assessment practice, but serious about getting this right rather than using a free survey template.
Individual leaders
A manager stepping into a bigger role, or one whose team's feedback has been vague or inconsistent through normal channels.
Leadership transitions
Founders, new executives, or teams post-reorg who need a clear baseline before making changes.
What our 360° review
delivers
Every engagement ends with something concrete, not just raw data.
Individual feedback reports
A clear, anonymized summary of how each leader is seen across categories, with direct quotes only where they can’t be traced back to a specific rater.
A live debrief
Findings are never just emailed over. A structured conversation to make sure that feedback lands constructively and turns into next steps.
Team or organization summary
Patterns across the group. Where the team is aligned, where perceptions diverge by level or department, and what that suggests about culture.
A development plan
Two to three concrete, prioritized actions per leader. Not a generic list of every area for improvement.
On confidentiality. Anonymity thresholds are set before data collection begins, and no individual response is ever shared in a form that could be traced back to a specific rater. This is set as a rule up front, not a promise made after the fact — it's what makes people willing to give feedback that's actually honest.
Our 360° review process
01
02
Rater selection and confidentiality plan
Identify managers, peers, and direct reports, and set anonymity thresholds so no individual's feedback can be identified in the final report.
04
Data collection
Surveys are administered through a secure, anonymized tool. Never a shared spreadsheet or open-ended email thread.
03
Report and debrief
A written report for the individual or team, plus a live debrief conversation to walk through findings and turn them into a concrete development plan.
A structured four-step engagement, typically run over two to four weeks depending on team size.
Scope and instrument design
Define what's being assessed. Leadership competencies, communication, decision-making? Select or adapt a validated question set for the role and context.
Climate and satisfaction audit that tell the truth.
A properly designed climate survey with response rates high enough, and questions honest enough, to actually reveal what's happening in a company. Not just confirm what leadership already wants to hear.
Built on validated survey methods.
Question design, sampling, and analysis drawn from published organizational, satisfaction and discrimination research. Engineered to surface real signal, including on topics people are reluctant to raise directly.
What our surveys measure
Every engagement starts by defining what "climate" means for your organization specifically, then builds questions around it.
Day-to-day experiences
Trust in management, workload, communication, and whether people feel heard by their direct manager.
Low-cost improvements
Specific, inexpensive changes with outsized impact on satisfaction. Fixes that budget-constrained teams can act on immediately.
Retention risk
Early signals of disengagement or flight risk, surfaced before they show up in exit interviews.
Inclusion & belonging
Whether people across roles, backgrounds, and tenure experience have the same sense of belonging in the workplace. Measured directly, not assumed
Process
01
02
Anonymity and sampling plan
Set group-size thresholds so no demographic slice or team is small enough to be identifiable, so people can answer honestly.
04
Fielding the survey
Administrated through a secure, anonymized platform, with a communication plan to drive real response rates.
03
Analysis and leadership readout
Statistical analysis of patterns by team, tenure, and role, delivered as a plain-language report and a working session with leadership on what to do next.
A structured engagement, typically run over two to five weeks depending on company size.
Discovery and question design
Conversations with leadership to understand what’s actually being asked, followed by a custom question set, not a stock survey template.
Selected Research
2026
2021
Unhealthy Closets, Discriminatory Dwellings: The Mental Health Benefits and Costs of Being Open about One's Sexual Minority Status
Social Science & Medicine
2020
Do Women Need to Have Children in Order to Be Fulfilled? A System Justification Account of the Motherhood Norm
Social Psychological and Personality Science
2020
Denial of gender discrimination is associated with better subjective well‐being among women: A system justification account
European Journal of Social Psychology
2019
A sample of the peer-reviewed record this work is built on. Full CV available on request.
Symbolic Racism Against Black People Among Black and White Americans: A System Justification Account
Political Psychology
The Palliative Effects of System Justification on the Health and Happiness of Members of the LGBTQ+ Community
Personality and Social Psychology Bulletin
Writing
A newsletter translating research on bias, denial belief and wellbeing for a general audience. What the data says, without the jargon.
Approach
Grounded
Built on the literature
Every study design starts from what’s already known, so findings add to something real instead of reinventing it.
Three commitments that carry over from the peer-review process into every consulting engagement.
Mixed-Method
Survey, experiment, and interview
The right method depends on the right question. Quantitative measurement paired with qualitative depth where it matters.
Plain language
Usable findings
A report that a research team, a leadership team, and a legal team can all read and act on.
Initiate a Productive Dialogue
Reach out today
Let us know a bit about who you are, what your organization does and what you’re looking to gain by understanding your team better.
Clarity Backed by Expertise
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We calculate fees based on scope, complexity, and projected resources, then present a transparent proposal.
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Engagements range from two weeks for focused audits to several months for comprehensive transformation.
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Yes, we remain actively involved until solutions are fully operational and staff are confident.
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Our adaptable methodology serves educational, retail, professional services, public sector and NGO entities.