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Culture Diagnostic

Understand your culture and define what you want it to be

Defining your culture is essential. Before you can embark on any culture change journey, you need to understand where you stand today and where you want to be. You must understand what your people see, hear, feel and experience every day, so you can identify what’s working well and what needs to change.

What is a Culture Diagnostic and why is it important?

A culture diagnostic is designed to help you understand your current culture – how your people experience it and how it differs across your organisation. Once you know this, you can take steps to nurture a culture that will inspire and empower your people to bring their best, achieve your strategic objectives and feel accomplished.

What is a Culture Diagnostic and why is it important?

A culture diagnostic is designed to help you understand your current culture – how your people experience it and how it differs across your organisation. Once you know this, you can take steps to nurture a culture that will inspire and empower your people to bring their best, achieve your strategic objectives and feel accomplished.

The benefits of Culture Diagnostic

  • Your people feel heard, which builds engagement, motivation and satisfaction
  • A clear and shared picture of your desired culture
  • Objective insights and evidence you can share with business leaders
  • An understanding of the subcultures within large, diverse organisations
  • A perfect starting point for you to prioritise resources and map out your culture change journey

Our approach:

We offer two types of culture diagnostic.

Culture Scan – A quick snapshot of your existing culture, to help you identify your culture strengths and areas of focus.

Culture Insights with a Culture Roadmap – An in-depth diagnostic designed to identify the enablers and blockers to creating a winning culture, tailored to your organisation and change journey.

With either type, we carry out research to discover how your people experience your culture every day. We collate and analyse our findings using our Organisational Health Model, which unpacks your organisational culture using five key dimensions.

Explore the steps we take below.

Step one

Reviewing your data

We’ll analyse any past surveys, recent comms and existing documents to get a clear insight into the current status of your culture and your organisation's strategic direction to define your desired culture.

 

Step two

Leadership interviews

One-to-one interviews with key members of your leadership team will give us an insight into your current and desired culture, and where the gaps are.

Step three

Focus groups

Here’s where we dig deeper to get qualitative insights into how your culture is perceived and experienced by your people.

Step four

Employee survey

We’ll then gather insight from across your organisation – segmenting our findings into groups such as location, gender or business function.

Step five

Turning insight into action

As well as providing a comprehensive report on our findings, we’ll work with you to create a clear and prioritised action plan and roadmap. This will be based on insight and aligned to your strategic priorities and vision.

Recent Culture Diagnostic projects:

Building inclusive cultures for Crayon through insight and initiatives

Crayon are deeply committed to DEIB, it’s woven into their values and shapes their actions at every level. We supported Crayon with their first DEIB survey;

  • guiding the process
  • providing the analysis
  • shaping the action plan.

We moved Crayon from insights to action, accelerating progress to make a meaningful impact for their employees.

 

Diagnostics at the heart of driving global culture change  

We helped an innovative pharmaceutical company truly understand their culture - and start changing it for the better. They had 

  • over 78,000 employees  
  • a complex global culture 
  • big ambitions about their culture journey 

We set to work, diagnosing their current culture, defining their culture change priorities and shaped their action plan for change for the next 3 years.  

How we unlocked the potential of a collaborative culture for the recently merged team at University of the Arts London. 

We designed discussions and held conversations to bring the recently restructured team together – to take a pause and plan ahead. We helped the team come up with  

  • a shared vision for SMRA that was relevant and inspiring 
  • four values that resonated with the team and reflected the ways they’d achieve their vision 
  • behaviours that made each value actionable and showed how they’ll be lived out day to day. 

 Our work united the team, encouraged collaboration, sparked meaningful conversations, and clarified the vision and values that could inform day-to-day decisions and sustain the initiative over time. 

“Workplace culture isn’t a slide deck - it’s how people feel, behave and belong. And we give a damn about getting that right.”

Meet our culture experts:

Richard Badley

Richard Badley

With over 20 years of experience, Richard loves using data to tackle organisational challenges and measure employee engagement - he developed our Organisation Network Analysis framework to do just that.

Hafsa Aziz

Hafsa Aziz

Hafsa has been consulting organisations for over 8 years in culture change, strategy and people development.

 

Abbie Leonti

Abbie Leonti

 With more than two decades in digital advertising and communications, Abbie has seen firsthand how powerful the right culture can be. She is driven by the belief that inclusion and strong cultural foundations enable teams and organisations to truly thrive.

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