PEOPLE & CULTURE CONSULTING
Culture Assessment
See your culture clearly. Align your leaders. Build an action plan that sticks.
Culture drives how decisions get made, how people treat each other under pressure, and whether execution accelerates—or drags. A Culture Assessment gives you an objective baseline and a practical roadmap so leaders can strengthen trust, increase accountability, and align the culture to the strategy.
WHY IT MATTERS
When Culture Breaks Down, Everything Slows
When culture breaks down, execution slows. Morale drops. Talent leaves. What often looks like a "people problem" is really an operating problem:
Decisions stall or get revisited
Communication turns cautious or reactive
High performers disengage—or exit
Accountability becomes inconsistent
Teams protect turf instead of solving problems
A culture assessment creates shared clarity on what's happening now—and what must change to win.
OUTCOMES
What a Culture Assessment
Delivers
Our Culture Assessment work helps CEOs, executive teams, and boards:
Increase trust and psychological safety so people speak up sooner
Strengthen accountability habits through clearer expectations and follow-through
Build a culture that attracts and retains talent
Improve decision clarity and speed (fewer handoffs, less second-guessing)
Reduce cross-functional friction and improve collaboration
Align “how we work” with the outcomes your strategy requires
Serving Grand Rapids and West Michigan (and nationwide).
EVIDENCE-BASED PROCESS
Our Approach to Culture Assessment
A strong culture isn't a slogan. It's a set of observable behaviors, reinforcement systems, and leadership habits. Our process is evidence-based and grounded in organizational psychology.
1
Align on what the business needs
We begin by clarifying what success looks like in your context:
Strategic priorities and constraints
Where culture is helping vs. hurting execution
The key decisions this assessment needs to support
2
Measure the current culture
We use a proven assessment framework to create an objective baseline, identifying:
Dominant culture characteristics and "values-in-use" as well as differences
Strengths worth protecting
Risks and friction points that slow execution
3
Capture the story behind the scores
Data is strongest when it includes context. We add structured input such as:
Targeted leader and stakeholder interviews
Listening sessions or focus groups as needed
Optional pulse items on trust, accountability, and communication
4
Define the preferred culture
You'll clarify the culture you want to be known for—translated into:
Behavioral values (what it looks like on a Tuesday)
Leadership expectations and norms
"We do / we don't" boundaries that reduce ambiguity
5
Build a roadmap leaders can execute
We convert insight into action:
A small set of culture priorities (the few that matter most)
Root causes and reinforcement levers (systems + habits)
A 90-day action plan, a 6–12 month roadmap and metrics that matter
Typical timeline
2–6 weeks (most: 3–4 weeks)
Leadership time
~3–6 hrs/exec (interviews + debrief)
STRATEGIC DECISIONS
Decisions This Assessment
Supports
Boards and leadership teams typically use the assessment to make clearer decisions about:
Culture priorities that must change to execute strategy
Team operating norms and decision rights
Post-merger integration and culture harmonization
Leadership alignment and expectations
Performance management and accountability systems
Succession risk and leadership development focus areas
CLIENT SUCCESS
Real Results
Organizational Talent Consulting partnered with a privately held mid-sized firm to clarify its operating model, align leaders on culture priorities, and identify the initiatives that mattered most across workgroups. With a practical change roadmap and a consistent leadership cadence, the organization strengthened alignment between purpose, strategy, and daily behavior—supporting improved performance and momentum.
EXECUTIVE-READY
Deliverables You Can Use
Immediately
You'll receive a clear, executive-ready package such as:
Culture Assessment Summary (current state + key insights)
Strengths & Risks Map (what to protect, what to address)
Culture Priorities & Recommendations (ranked by impact and feasibility)
Preferred Culture Definition (behavior-based values + norms)
90-Day Culture Action Plan (owners, actions, cadence)
6–12 Month Culture Roadmap (sequenced initiatives + reinforcement levers)
Optional: Leadership Habits & Competencies aligned to drive the preferred culture
Explore Our Insights on Organizational Culture
GETTING STARTED
Your Path to Culture Change
1
Start with a confidential conversation
We'll clarify what you're seeing, what's at stake, and what decisions the assessment needs to support.
3
Assess and debrief
We measure, listen, synthesize, and deliver clear insights with practical implications.
EXTEND YOUR IMPACT
Related Culture Solutions
If the assessment reveals deeper needs, we can extend into:
Culture Change Roadmap Facilitation
Communication, Conflict, and Accountability Tools
Appreciative Inquiry (amplify what's already strong)
Change Leadership Support (embed and sustain)
Executive Team & Advisory Board Effectiveness
Connect with Dr. Jeff Doolittle
Ready to understand your culture clearly—and strengthen trust, accountability, and performance?
Hi, I'm Dr. Jeff Doolittle. If you're serious about building a culture that supports execution, let's start with a confidential culture assessment conversation.
Available for confidential conversations
WHITE PAPER: FREE GUIDE
Discover the critical steps to
ARCHITECTING CULTURE
In this powerful white paper, discover the proven principles that lead to extraordinary success in shaping organizational culture.
A download link will be sent to your email.