Features Overview

Culture has an impact on everything inside your organization, so even if you’re not ready for a full-on culture design project, you need to have a good enough understanding of your culture patterns to make sure they are fully supporting your efforts in areas like employee engagement, office moves, or mergers and acquisitions. 

Our Culture Audits provide a quick but thorough analysis of your culture and how it is impacting these areas.

The process for each audit is roughly the same, and takes 2-3 weeks: 


  1. Document/Data Review. We start by analyzing any available existing culture/engagement data, plus a review of culture artifact documents (culture code, core values, etc.), relevant strategy documents, and anything that documents your current /recent programs related to the issue at hand (engagement, mergers, etc.).

  2. Discovery Meeting. We will facilitate a group conversation (preferably in person, but a zoom videoconference is also an option) with up to 20 employees for 90 minutes. This discussion will focus on bringing out important issues and challenges you’re currently facing.

  3. Culture Patterns Meeting. Our second group meeting (with the same group) will be 2 hours, and will dive deeper into organizational culture, focusing on four key areas: collaboration, transparency, agility, and innovation. These are four of the eight Culture Markers in our culture model, and they are always the ones we start with. The conversation will seek to illuminate patterns within and among the four markers.

  4. Follow-Up Interviews. Once the two discovery meetings are complete, we will conduct up to 6 individual interviews to follow up on the issues and get a more complete picture.

  5. Audit Report. Our final report includes the following sections:

  • Context.

  • Culture Pattern Insights.

  • Cross-Cutting Issues.

  • Recommendations.


Workplace Culture / Employee Engagement Audit

One of the challenging aspects of culture is that it has the power evolve and change on its own, which means you have a choice: design it with intention, or risk it evolving in ways that get in the way of results and reduce employee engagement. The first step in good culture design is getting a clear picture of “what is.” The easiest way to start is with our Workplace Culture Audit or Employee Engagement Audit—a quick and focused analysis of the core patterns inside your culture that could be interfering with engagement and success, including concrete recommendations for how to start addressing the issues in ways that will get you results.

Office Design and Culture Audit

You’re renovating your office space or moving to a new building. You want to build fresh new collaborative spaces, or mix up where senior executives sit in comparison to the rest of the staff, or change how departments are separated in the space, or add in other culture-related considerations to your new office layout. But where to start? Culture eats design for breakfast, so before you commit to a design solution, you’ll want to first understand how your culture works and what makes it successful, and then design with that in mind. In our Office Design & Culture Audit, we provide a quick and focused analysis of the core patterns inside your culture that can be impacted the most positively by office design, and then we give you concrete recommendations for folding those insights into your design work and strengthening your culture in the process.

Culture Compatibility Audit for Mergers & Acquisitions

When mergers or acquisitions fail to produce the value everyone expected, culture is frequently to blame. And while we’ve known about culture’s power to derail these deals for years now, we don’t seem to be getting better at avoiding these disasters. The problem is that when the parties in a deal analyze the culture component, they stay on the surface and miss the key patterns that will eventually erode or destroy the value. Our Culture Compatibility Audit identifies patterns that lie beneath the surface, and our audit process provides a quick and focused analysis of the culture patterns inside both organizations in the deal, and then highlight the areas of both similarities and differences that could have the biggest impact on integration. We also give you concrete recommendations for folding those insights into the integration process and strengthening both cultures in the process. (This audit process usually takes 3-5 weeks, as opposed to our shorter audits).