Diagnostics
The honest picture, before the work begins.
Instruments that turn “we think” into “we know”.
The promise
Four instruments, one picture.
The Culture Maturity Assessment shows a board where its culture actually is. SocioSafety shows where people are at risk. Behaviour profiling shows how your leaders and teams are wired. The Self-Sabotaging Personas assessment shows the armour that comes on under pressure.
Together they turn “we think” into “we know”.
The suite
Five instruments. We only use the ones your question needs.
Three of them you can try yourself, right now. The rest are run with us, because a report that nobody sits with is just a document.
Culture Maturity Assessment
Where your culture actually is.
The board-level picture. It places an organisation honestly on a maturity path and shows what the next stage would ask of it.
SocioSafety
Where your people are at risk.
Eighty-four items across six dimensions, banded from critical to strong. A defensible position on psychosocial hazards, and a plan.
Behaviour profiling
How your leaders and teams are wired.
Our own DISC and Drivers instrument, built and continually developed in-house, alongside Lumina and the Enneagram where they are the right fit. Used in hiring, in coaching and in team development.
Try the behaviour profileSelf-Sabotaging Personas
The armour that comes on under pressure.
The nine personas we reach for when we are stretched, and what each one costs the people around us. It sits at the centre of ARISE.
Take the personas assessmentThe sustainability assessment (CD-RISC 25)
Your capacity to sustain, as a number.
The instrument behind the ARISE outcomes. Take it as a baseline before a programme, and again afterwards, and the change stops being a matter of opinion.
Take the sustainability assessmentThe Culture Maturity Assessment and SocioSafety are run as engagements rather than as links, because both are read with a leadership team and turned into a plan. More on SocioSafety.
How it runs
Read with the person, never about them.
- We agree what you actually need to know before choosing a single instrument
- Instruments are run where they earn their place, not as a standard bundle
- Every report is debriefed with the person or the team it describes
- Findings go to the board as a picture, with a recommendation attached
Who it is for
Anyone about to spend money on change.
- Boards deciding whether the culture is a strength, a risk, or something they have not looked at
- Executives who suspect the engagement score is telling them something incomplete
- Leadership teams who work well individually and cannot say why they struggle together
- Organisations hiring for culture fit and wanting the same instruments on both sides of the decision
Every report is read with the person, not about them.
In Australia
Christina Foxwell
Founder and Global CEO
Let us introduce ourselves properly.
If any of this resonates, we would value a short conversation to understand your people priorities and show you where we could help. No pitch, and no obligation.
In Australia you will hear from Christina Foxwell and the Sydney team.