# Organizational Culture Assessment Worksheet

## Overview
This worksheet uses the Competing Values Framework and other culture assessment tools to evaluate your organization's current culture, identify desired future culture, and develop strategies for cultural transformation.

## Current Culture Assessment

### Competing Values Framework
**Rate each dimension (distribute 100 points total):**

**Clan Culture (Collaborate)**
- Family-like, mentoring, nurturing
- Teamwork, participation, consensus
- Employee development and engagement
- Current: _____ points
- Desired: _____ points

**Adhocracy Culture (Create)**
- Dynamic, entrepreneurial, creative
- Innovation, transformation, agility
- Risk-taking, experimentation
- Current: _____ points
- Desired: _____ points

**Market Culture (Compete)**
- Results-oriented, competitive
- Achievement, market leadership
- Customer focus, productivity
- Current: _____ points
- Desired: _____ points

**Hierarchy Culture (Control)**
- Structured, controlled, formal
- Efficiency, reliability, consistency
- Process-oriented, stability
- Current: _____ points
- Desired: _____ points

### Cultural Dimensions Assessment
Rate your organization (1-10 scale):

| Dimension | Current State | Desired State | Gap |
|-----------|---------------|---------------|-----|
| Innovation vs. Stability | | | |
| Internal vs. External Focus | | | |
| Individual vs. Team Orientation | | | |
| Short-term vs. Long-term Focus | | | |
| Task vs. Relationship Focus | | | |
| Centralized vs. Decentralized | | | |
| Risk-Taking vs. Risk-Averse | | | |
| Formal vs. Informal | | | |

## Organizational Values

### Core Values Identification
**Stated Values:**
1. _________________________
2. _________________________
3. _________________________
4. _________________________
5. _________________________

**Lived Values (based on behavior):**
1. _________________________
2. _________________________
3. _________________________
4. _________________________
5. _________________________

**Values Alignment Analysis:**
| Value | Strongly Lived | Somewhat Lived | Rarely Lived | Action Needed |
|-------|----------------|----------------|--------------|---------------|
| | ☐ | ☐ | ☐ | |
| | ☐ | ☐ | ☐ | |
| | ☐ | ☐ | ☐ | |
| | ☐ | ☐ | ☐ | |

## Cultural Artifacts and Behaviors

### Observable Artifacts
**Physical Environment:**
- Office layout: _________________________
- Dress code: _________________________
- Workspace design: _________________________
- Visual displays: _________________________

**Rituals and Ceremonies:**
- Regular meetings: _________________________
- Celebrations: _________________________
- Recognition practices: _________________________
- Onboarding process: _________________________

**Stories and Symbols:**
- Hero stories: _________________________
- Origin stories: _________________________
- Symbols/logos meaning: _________________________
- Language/jargon: _________________________

### Behavioral Norms
**Decision Making:**
- How decisions are made: _________________________
- Who is involved: _________________________
- Speed of decisions: _________________________
- Risk tolerance: _________________________

**Communication Patterns:**
- Formal vs. informal: _________________________
- Top-down vs. lateral: _________________________
- Openness/transparency: _________________________
- Feedback culture: _________________________

**Conflict Resolution:**
- How conflicts are handled: _________________________
- Acceptable disagreement: _________________________
- Power dynamics: _________________________

## Leadership and Management Style

### Leadership Assessment
| Leadership Behavior | Frequency | Impact on Culture |
|-------------------|-----------|-------------------|
| Empowering others | Always/Often/Sometimes/Rarely | Positive/Neutral/Negative |
| Commanding/directing | Always/Often/Sometimes/Rarely | Positive/Neutral/Negative |
| Coaching/mentoring | Always/Often/Sometimes/Rarely | Positive/Neutral/Negative |
| Consensus building | Always/Often/Sometimes/Rarely | Positive/Neutral/Negative |
| Vision setting | Always/Often/Sometimes/Rarely | Positive/Neutral/Negative |
| Process enforcement | Always/Often/Sometimes/Rarely | Positive/Neutral/Negative |

### Management Practices
**Performance Management:**
- Focus: Individual/Team/Both
- Frequency of reviews: _________________________
- Reward criteria: _________________________
- Consequence management: _________________________

**Talent Development:**
- Investment level: High/Medium/Low
- Development approach: _________________________
- Career paths: Clear/Unclear
- Succession planning: Strong/Weak

## Cultural Strengths and Weaknesses

### SWOT Analysis
**Strengths:**
1. _________________________________________________________________
2. _________________________________________________________________
3. _________________________________________________________________

**Weaknesses:**
1. _________________________________________________________________
2. _________________________________________________________________
3. _________________________________________________________________

**Opportunities:**
1. _________________________________________________________________
2. _________________________________________________________________
3. _________________________________________________________________

**Threats:**
1. _________________________________________________________________
2. _________________________________________________________________
3. _________________________________________________________________

## Employee Experience

### Engagement Indicators
| Indicator | Score/Rating | Benchmark | Action Priority |
|-----------|--------------|-----------|-----------------|
| Employee satisfaction | | | High/Med/Low |
| Retention rate | % | % | High/Med/Low |
| Engagement score | | | High/Med/Low |
| NPS (employee) | | | High/Med/Low |
| Absenteeism | % | % | High/Med/Low |

### Cultural Impact on Employees
**Positive Impacts:**
- [ ] Strong sense of belonging
- [ ] Clear purpose/meaning
- [ ] Growth opportunities
- [ ] Work-life balance
- [ ] Recognition/appreciation
- [ ] Other: _________________________

**Negative Impacts:**
- [ ] Burnout/stress
- [ ] Lack of innovation
- [ ] Poor communication
- [ ] Limited advancement
- [ ] Low morale
- [ ] Other: _________________________

## Cultural Change Readiness

### Change Capacity Assessment
| Factor | Current State | Required State | Gap Analysis |
|--------|---------------|----------------|--------------|
| Leadership commitment | | | |
| Change champions | | | |
| Communication channels | | | |
| Resource availability | | | |
| Past change success | | | |
| Employee readiness | | | |

### Resistance Factors
**Sources of Resistance:**
1. _________________________________________________________________
2. _________________________________________________________________
3. _________________________________________________________________

**Resistance Mitigation:**
1. _________________________________________________________________
2. _________________________________________________________________
3. _________________________________________________________________

## Cultural Transformation Strategy

### Vision for Future Culture
**Cultural Vision Statement:**
_________________________________________________________________
_________________________________________________________________

**Key Cultural Shifts Required:**
| From | To | Priority | Timeline |
|------|----|----------|----------|
| | | High/Med/Low | |
| | | High/Med/Low | |
| | | High/Med/Low | |

### Implementation Roadmap

**Phase 1: Foundation (0-6 months)**
- [ ] Leadership alignment on vision
- [ ] Culture change team formation
- [ ] Communication campaign launch
- [ ] Quick wins identification
- [ ] Baseline metrics establishment

**Phase 2: Momentum (6-12 months)**
- [ ] Systems and process alignment
- [ ] Leadership behavior modeling
- [ ] Training and development rollout
- [ ] Recognition program revision
- [ ] Success story amplification

**Phase 3: Embedding (12-24 months)**
- [ ] Performance system integration
- [ ] Hiring/promotion criteria update
- [ ] Continuous reinforcement
- [ ] Culture champion network
- [ ] Regular pulse checks

### Key Interventions

**Leadership Actions:**
1. _________________________________________________________________
2. _________________________________________________________________
3. _________________________________________________________________

**System Changes:**
1. _________________________________________________________________
2. _________________________________________________________________
3. _________________________________________________________________

**Communication Plan:**
- Key messages: _________________________
- Channels: _________________________
- Frequency: _________________________
- Feedback loops: _________________________

## Design Thinking for Culture

### Empathy Phase
**Employee Journey Mapping:**
| Touchpoint | Current Experience | Pain Points | Opportunities |
|------------|-------------------|-------------|---------------|
| Recruitment | | | |
| Onboarding | | | |
| Daily work | | | |
| Development | | | |
| Transitions | | | |

**Employee Personas:**
1. Persona: _____________ Needs: _____________ Cultural fit: _____________
2. Persona: _____________ Needs: _____________ Cultural fit: _____________
3. Persona: _____________ Needs: _____________ Cultural fit: _____________

### Ideation Phase
**Culture Innovation Ideas:**
- [ ] Workspace redesign
- [ ] New rituals/ceremonies
- [ ] Digital culture tools
- [ ] Collaboration platforms
- [ ] Innovation programs
- [ ] Flexibility options
- [ ] Other: _________________________

**Idea Prioritization Matrix:**
| Idea | Impact | Feasibility | Cost | Priority Score |
|------|--------|-------------|------|----------------|
| | H/M/L | H/M/L | H/M/L | |
| | H/M/L | H/M/L | H/M/L | |
| | H/M/L | H/M/L | H/M/L | |

### Prototype & Test
**Pilot Programs:**
1. Initiative: _____________ Scope: _____________ Duration: _____________
2. Initiative: _____________ Scope: _____________ Duration: _____________

**Success Metrics:**
- Participation rate: _____
- Satisfaction score: _____
- Behavior change: _____
- Business impact: _____

## Measurement and Monitoring

### Culture Metrics Dashboard
| Metric | Baseline | 6 Months | 12 Months | 24 Months | Target |
|--------|----------|----------|-----------|-----------|--------|
| Culture score | | | | | |
| Values alignment | % | % | % | % | % |
| Employee NPS | | | | | |
| Innovation index | | | | | |
| Collaboration score | | | | | |

### Continuous Improvement
**Review Cycle:**
- Pulse surveys: Monthly/Quarterly
- Culture assessment: Annually
- Leadership review: Quarterly
- Action plan update: Bi-annually

## Example Application

**Company:** Traditional Manufacturing to Tech-Enabled Services
**Challenge:** Shift from hierarchy/control to innovation/agility

**Assessment Results:**
- Current: 60% Hierarchy, 25% Market, 10% Clan, 5% Adhocracy
- Desired: 20% Hierarchy, 30% Market, 20% Clan, 30% Adhocracy

**Key Interventions:**
1. Innovation labs and hackathons
2. Agile team structures
3. Fail-fast mentality training
4. Collaborative workspace redesign
5. New performance metrics focusing on innovation

**Results after 18 months:**
- Innovation index increased 250%
- Employee engagement up 35%
- Time-to-market reduced 40%
- Successfully launched 3 digital services

---
*Date Completed:* _____________
*Assessment Team:* _____________
*Next Assessment:* _____________