Leadership and culture audit
The problem
When two organizations merge, or a company grows quickly or restructures, the leadership and cultural fabric gets disrupted in ways that don't appear on dashboards or in engagement surveys. Senior leaders may sense something is wrong, but find it hard to identify based on general data. Getting the necessary depth requires people to speak candidly about their leaders and their work culture, which they will only do if they trust the person asking.
What the engagement involves
- One-on-one and focus group interviews with robust samples, to gather detailed data on leadership and culture in key parts of the organization.
- Qualitative and AI-enabled analysis to identify patterns across the data.
- A debrief with senior executives covering a) key findings, b) significant leader training needs, c) cultural gaps, and d) recommended actions for improving leadership and culture in the areas assessed.
- The process typically takes 6–10 weeks, depending on organization size and the number of interviews.
What's different
- Confidentiality protection stakeholders can trust. I report themes and patterns, never who said what. No individual is quoted or identified. Findings surface only when they're supported by enough independent voices to be reported without exposing anyone. We finalize and agree to these terms before the first interview, and they're stated plainly to every participant.
- Detail-rich qualitative data. I diagnose leadership and culture using in-depth interviews rather than generic questionnaires or engagement surveys.
- Clear recommendations and action steps. The report distils the data into specific actions — what to do, not just what's wrong.
- Independence. As an outside party with no stake in internal politics, I can surface critical themes an internal team might not be able to, and report them without bias.
What the client receives
- A detailed report identifying key findings, important leader training needs, cultural gaps, and recommended actions for strengthening leadership and culture.
- A 2-hour debrief of the findings with executive decision makers, explaining key themes and answering questions.
- A second 2-hour action planning session to translate the findings into a strategic plan for strengthening leadership and culture.