How it works

Turn culture trade-offs into an agreed direction.

The assessment preserves every leadership voice, brings employee experience into the same picture and guides the team from evidence to a practical culture change agenda.

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01Gather evidenceIndividual leadership positions and employee experience
02See consensusAgreement, spread and outliers on every trade-off
03Agree ambitionA facilitated or self-guided target operating model
04Plan changeEmployee-to-target gaps prioritise the agenda
05Review and shareEditable actions and presentation-ready outputs

The consensus map

Eight trade-offs. Every position remains visible.

Instead of averaging away disagreement, stacked bipolar sliders show each leader as a dot. The distribution makes consensus, tension and genuine outliers immediately discussable.

Current evidence

Culture Ambition consensus map

Illustrative

FlexibilityControl

InnovationReliability

AutonomyConsistency

StabilityChange

One shared view

Leadership perception meets employee experience.

An engagement survey can be selected as supporting evidence. Anonymity-safe theme and question results are projected onto the relevant trade-offs as a directional employee marker.

Current and preferred leadership positions stay individually visible
Employee evidence uses aggregated results, not individual responses
The agreed target can be shaped in a workshop or moderator view
Every marker retains its data-point name and context

Employee projection is supporting evidence for discussion, rather than a replacement for judgement.

From gap to action

The employee-to-target gap sets the change agenda.

Once a target is agreed, the platform ranks each trade-off by the distance from employee experience. The biggest shifts become the starting point for a phased, editable plan.

Prioritised agenda

Largest employee-to-target gaps

Live ranking

01
Stability → ChangeEmployee 2.1 · Target 5.6
3.5
02
Reliability → InnovationEmployee 4.9 · Target 2.0
2.9
03
Consistency → AutonomyEmployee 4.6 · Target 2.4
2.2

Editable action plan

Sequence the work, without losing the evidence.

Now

Align leadership signalsClarify decisions, behaviours and immediate blockers.

Shift operating practicesChange the routines and systems reinforcing today's experience.

Later

Embed and measureTrack whether employee experience is moving toward the ambition.

Regenerate the starting plan from the latest agreed targets, then edit actions, owners and timings with the team.

Reporting and facilitation

Use the right view for the conversation.

The original result screen remains available alongside the Culture Ambition workflow, so teams can move between summary reporting and facilitated decision-making.

01 Original results

Executive overview and lever detail

Radar summaries, current and future series, response distributions, contradictions and leadership tensions.

02 Workshop PowerPoint

A deck built for the leadership session

Consensus maps, employee evidence, ambition prompts and the prioritised agenda in an editable PowerPoint export.

03 Moderator PowerPoint

The best-fit view, ready to facilitate

Agreed targets, gaps, discussion context and planning outputs for the person guiding the conversation.

Strategic trade-offs

Deliberate choices, not generic culture attributes.

Assessments are created from a database-backed template and can use four, five, six or seven positions on every lever.

Flexibility ↔ Control

Innovation ↔ Reliability

Speed ↔ Quality

Autonomy ↔ Consistency

Growth ↔ Efficiency

Experimentation ↔ Risk Management

Ready to align the team?

Start with the trade-offs that matter to your strategy.

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