Before we dig in together, take 15–20 minutes to assess where your organization actually stands across the 7 Pillars of Culture Clarity.
This assessment is built around the same framework that anchors the workshop. Each pillar represents a core component of organizational culture — one that either enables performance and engagement, or quietly erodes it. Read through all seven before you begin rating.
Where you're headed and why you exist. The mission should be alive in daily decisions, not just displayed on walls.
The principles that guide behavior, especially when no one is watching. Lived values shape trust and decision-making.
How you hire, develop, and manage people reveals whether your culture is being built or quietly undermined.
Leaders are culture architects. Every decision, conversation, and promotion either reinforces or contradicts the culture you say you have.
When leaders go quiet, people fill the silence with their own stories. Transparent, two-way communication holds everything else together.
What gets recognized gets repeated. If your recognition systems are misaligned with your values, you're training the wrong behaviors.
The narratives, rituals, and artifacts that shape cultural identity. The stories you tell and the moments you celebrate signal what actually matters here.
As an HR professional or leader, you have more context and visibility into these areas than most people in your organization. That insider knowledge is valuable — but it can make it easy to rate things higher than the average employee would experience them.
As you work through each pillar, set aside what you know is in progress, what leadership intends, or what exists in policy. Ask yourself: is this actually working at the ground level? Would the people doing the day-to-day work of this organization experience it the same way you do?
Rate what is real, not what you hope is true. That's where the useful work lives.
Answer these before you begin the pillar assessments. You'll revisit them at the end.
Here's how your ratings landed across all 7 pillars. The gap between Defined and Practiced is your most important data point — that's where culture erodes.
| Pillar | Defined avg 1–5 |
Practiced avg 1–5 |
Gap | Signal |
|---|