Organizational Health & Culture Assessment
Culture develops- whether you intentionally design it or not. In cases of rapid growth or lack of focus on people strategy, business can find themselves behaving in ways misaligned to the culture they communicate.
Experience any of these in your workplace?
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Trouble holding employees and leaders accountable
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Lack of clarity and accountability
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High turnover/high disengagement
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Inconsistency in practices and experiences between teams
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Are experiencing misalignment between stated values and day-to-day behavior
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Sense declining engagement, trust, or leadership credibility, but lack clarity on root causes
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Are investing in change initiatives and want to improve adoption and ROI
Organizational Health & Culture Assessment
Every organization has a culture, but not every culture is healthy. Many leaders rely on surface-level metrics like engagement or turnover, which only tell part of the story.
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The Organizational Health & Culture Assessment gives you a deeper view of how your systems, leadership practices, and team dynamics truly shape the employee experience.
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What This Assessment Does
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Measures organizational alignment: Examines how clearly values, strategy, and behaviors are connected or disconnected
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Assesses leadership practices: Highlights how leaders influence trust, communication, and accountability
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Reveals culture strengths & gaps: Identifies what supports collaboration, safety, and performance
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Supports intentional change: Provides practical recommendations that help leaders build cultures that are resilient, equitable, and high performing
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This assessment provides you and your leaders with the data you need to make informed decisions about
Most organizations rely on:
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engagement surveys
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anecdotal feedback
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performance metrics
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These tools show symptoms, not causes. As a result, leaders often:
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intervene too late
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apply generic solutions
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unintentionally reinforce the very dynamics they’re trying to fix
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This analysis closes the gap between how leadership believes the organization operates and how work is actually experienced. Without this type of clarity, even well-intentioned organizations risk misalignment and disengagement.​