Your culture scores tell you something is wrong. They don't tell you what to fix.
Most culture assessments produce a scorecard. Yours probably already has one. The question is whether it tells you which specific behaviors are stuck, what's blocking them, and whether the barrier sits with people, the system around them, or both. That's what this assessment does.
The problem with most culture work isn't measurement. It's what happens after.
A low score on "collaboration" or "psychological safety" doesn't tell you what to do. Is it a capability gap? People don't know how to give feedback? Or is the system set up so that speaking up gets punished while silence gets rewarded? Those two problems need completely different interventions.
We don't just measure your culture. We diagnose why specific behaviors aren't happening and identify whether the barrier is behavioral, systemic, or both. You walk away knowing what to fix, in what order, and why the things you've already tried haven't worked.
We diagnose behaviors, not sentiment.
Most culture surveys measure how people feel. This assessment measures what people do and identifies what's preventing them from doing what the organization needs.
Standard culture surveys
- Measure satisfaction and sentiment on a scale
- Produce scores with no clear path to action
- Treat "the organization" as one audience
- Default to communications and training as the fix
- Can't distinguish whether the barrier is with people or the system
This assessment
- Measures behavioral frequency.. what people actually do, how often
- Identifies which cultural barriers are behavioral, which are systemic, and what type of response each needs
- Produces separate profiles for different groups.. leaders, managers, frontline
- Distinguishes whether the issue sits with people, the system, or both
- Shows you where to act first and what a response at each level would look like
13 cultural dimensions. Each one diagnosed at the behavioral level.
Every dimension is assessed through three independent data streams. The convergence or divergence between those streams is where the real insight lives.
Psychological Safety, Decision Making, Innovation
How openly people challenge ideas, how decisions get made and communicated, whether new approaches get tried or quietly abandoned.
Wellbeing, Accountability, Strategic Clarity
Whether the system protects sustainable work, whether ownership is real or performed, and whether people can connect their work to what the organization is trying to do.
Communication, Feedback, Collaboration
How information moves (and where it gets stuck), whether feedback loops work or have been quietly abandoned, and whether cross-team collaboration is rewarded or friction.
Three independent data streams. Triangulated.
No single data source tells the full story. What people say in a survey, what they say in an interview, and what the organizational structures actually reward can be three very different things. That disagreement is diagnostic gold.
Employee survey
Behavioral frequency items across all 13 dimensions. Not "how satisfied are you with collaboration" but "how often do you raise a concern in a team meeting when you disagree with the direction?" Separate versions for leadership and employees to capture the gap.
Structured interviews
Designed to surface the mechanisms behind the survey patterns. If the survey says people aren't giving feedback, the interviews tell you whether it's because they don't know how, don't believe it's safe, or don't see anyone else doing it.
Organizational audit
Reviews the structural conditions that shape behavior: policies, incentive structures, meeting rhythms, decision-making authority, performance management systems, physical and digital work environment. The system around the work, not just the people in it.
From "something is off" to "here's exactly what to fix."
Scope and design
Intake conversation to define the presenting challenge. Dimension prioritization. Sampling design. Stakeholder alignment on what the assessment will and won't tell you.
Data collection
Employee survey, leadership survey, structured interviews, and organizational process audit run in parallel. Each stream designed to detect different barrier types.
Analysis and diagnosis
Scoring, coding, triangulation across all three streams. Every barrier classified by type. Intervention routing. Leverage ranking: what to fix first for the most movement.
Delivery and handoff
Findings validation session with stakeholders. Full deliverable package. Intervention plan with sequencing. Clear handoff: what to do first, what can wait, and what won't work.
The full picture now. A lighter option coming soon.
Not every organization needs all 13 dimensions assessed through three data streams. Right now, we run the full assessment. A focused, survey-based version is in development for organizations that want a faster read before going deep.
Focused assessment
- Survey-based diagnostic across your priority dimensions
- Faster turnaround, lighter footprint
- Dimensional scorecard with employee-leadership gap analysis
- Clear read on where your culture is creating friction and for whom
- A concrete starting point.. go deeper on specific dimensions or upgrade to the full assessment
Full assessment
- All 13 dimensions assessed through three independent data streams
- Employee survey, structured interviews, and organizational audit.. triangulated
- Dimension deep dives with behavioral evidence from all three streams
- Values alignment analysis.. where your stated values match behavior and where the system contradicts them
- The complete cultural picture, built to feed directly into deeper work if needed
Not just scores. A cultural diagnosis you can act on.
Cultural Dimensions Scorecard
Every assessed dimension scored, categorized, and compared across groups. Employee-leadership perception gaps flagged. Where data streams agree or disagree.. visible.
Dimension Deep Dives
For priority dimensions: what the data says, what behaviors are showing up (or not), how different groups experience it, and what the organizational conditions around it look like.
Values Alignment Analysis
Your stated values compared against what the data says people actually experience. Where values are lived, where they're aspirational, and where the system contradicts them.
Group Comparison
Senior leaders, middle managers, and frontline teams almost always experience culture differently. The assessment shows you where the gaps are and which groups face which friction.
Stakeholder Communication Planning
Guidance on presenting findings to different audiences.. what to lead with, what to hold, and how to frame the parts that make people uncomfortable. Tailored to your stakeholder landscape.
"What Won't Work" Analysis
An honest read on your current approach.. what it addresses, what it misses, and why. Based on your own data, not our opinion.
The culture assessment tells you what. The behavioral diagnosis tells you why.
This assessment shows you which cultural dimensions are creating friction and for whom. When you're ready to understand exactly why those behaviors aren't happening and what will actually change them, the same data feeds directly into a full behavioral diagnosis. No new data collection. No starting over. The handoff is designed into the assessment from the beginning.
The behavioral diagnosis classifies every barrier by type.. whether it sits with people, the system around them, or both.. and routes each one to an evidence-based intervention. That's where the culture assessment becomes a change plan.
Organizations where culture work has produced surveys but not change.
Two cultures merging and the friction is showing up in the work.
You need to know where the cultural barriers sit, not just that "integration is taking time."
Growing fast and the culture that got you here isn't holding.
What worked at 80 people breaks at 300. The question is which specific behaviors stopped scaling and what's blocking them now.
The strategy changed. The culture hasn't caught up.
Your leadership team is aligned on the new direction. The system around the work is still optimized for the old one.
Scoped to your situation. Not a fixed template.
Organizational size, number of dimensions, depth of qualitative work, and whether the assessment runs standalone or as Stage 1 of a deeper engagement all shape the scope. We design the right assessment for your situation in the first conversation.
You already know something is off. Let's find out what.
30-minute conversation. No pitch, no obligation. We'll ask about the presenting challenge, who's affected, and what you've already tried. If the assessment is the right fit, we'll explain how. If it's not, we'll tell you that too.
Is leadership part of the picture?
Culture issues often trace back to leadership behavior. Our Leadership Assessment shows you what leaders are actually doing, how others experience it, and where the gaps are.