A diagnostic tool to assess your Culture using Open Org’s Culture OS, which frames culture as a series of tangible “how we…” statements. This approach makes it easier to diagnose opportunity areas and more accessible when communicating to executives.
A diagnostic tool to assess your Culture using Open Org’s Culture OS, which frames culture as a series of tangible “how we…” statements. This approach makes it easier to diagnose opportunity areas and more accessible when communicating to executives.
This is not about determining whether you have a ‘great’ culture against some external set of variables. It’s about building a view of which components of your culture are currently serving you and your business context, and which aren’t.
Startup/Scale-up People Leaders
Use this when you want to take a structured approach to inform your people and culture roadmap. This tool provides the foundation for better discussions with your leadership team, your People & Culture team, or as the basis for an alternative to an engagement survey with your whole organization.
🔄 How we make and communicate decisions
🤝 How we collaborate cross-functionally
🔔 How we communicate sync/async
📅 How we do meetings
🚨 How we raise problems
📈 How we run big projects
🏗️ How we build and scale processes
🌱 How we embrace and embed change
💡 How we handle failure
👋 How we onboard new team members
⚖️ How we fire
🧑 How we lead and manage
🎯 How we stay aligned on mission/vision
💰 How we incentivise
🎉 How we celebrate wins
🚫 How we outlaw behaviours that don't serve us
✅ How we reinforce behaviours that do serve us
📊 How we hold ourselves accountable
📚 How we develop ourselves
💡 How we share knowledge
📌 How we prioritise
🤝 How we solve conflict
1. Make a copy of this tool by heading to the top right of the page and hitting the ‘duplicate’ button.
2. Assess each culture component and give it a **Health Score** (see key below) and journal the reasons for assigning that score.
3. Write down your problem statement.
4. Use “The 5 whys” to understand the root cause.
5. Generate solution ideas.
6. Choose the right approach for your context.
7. Prioritise and execute.
👉 This diagnostic can easily be modified into either a survey or an org-wide asynchronous facilitation. If you’d like help with any of the steps above (e.g., problem statements, root cause analysis, or choosing the right approach to de-risk your people and culture roadmap), get in touch for a virtual coffee ☕. This is us. 🤘
Enjoy!
Adam & John, openorg.fyi
🤫 Psst! If Culture is high-priority for you right now, we support a small, select handful of people teams via our monthly culture support offering; TL;DR - Adam & John, in your pocket, on-demand to mentor, advise, soundboard, spar, and prototype & build alongside you to accelerate your people & culture projects & roadmap.
- 💚 Healthy = “This is working well for us right now”
- 📉 Needs Improvement = “We have some surgery we need to do”
- 🔥 Dumpster Fire = “This is causing us material time and money”
- 🤷♂️ Not Sure = “I’m not sure if we do that, or how we do it at all”
Exclusive events & roundtables, community co-creation, and modern resources to help you accelerate your goals. Get hands-on support from the Open Org founders and connect with other startup and scale-up People & Talent folks bound together by a common thread: "transparency is good for business".
