Culture Assessment
Edstellar runs organizational culture assessments for leadership teams and HR. Validated tools such as Talogy Perceptions and the Leadership Climate Indicator, combined with focus groups and leader interviews, show the culture people experience today, so culture change, inclusion and leadership programs focus where they matter most.
Fortune 500 clients served worldwide
A culture assessment, sometimes called a culture audit, measures the shared values, behaviors and climate that shape how work gets done and the workplace culture people experience. Edstellar compares today’s culture with the culture your strategy needs, around four principles.
Leaders agree on the values and behaviors the strategy needs, so the assessment has a clear reference point.
Anonymous surveys and focus groups give employees a safe way to describe the culture as they experience it.
Leadership climate shows how leaders shape the culture their teams experience every day.
Findings lead to focused actions, and a follow-up assessment shows what has shifted.
Edstellar’s culture assessments give leaders and HR a clear, honest view of the organizational culture employees experience, so culture change, culture transformation, inclusion and leadership programs build on evidence.
Leaders see the company culture employees experience every day, alongside the one described in the values statement.
Agreeing on the culture you need gives every culture initiative a clear direction.
Leadership climate insight shows each leader how they influence their team’s experience.
Inclusive behavior benchmarks show where everyday behaviors already include everyone and where to build a more inclusive culture.
Culture insight helps leaders plan restructures, mergers and transformations with people in mind.
Before and after assessment shows how the culture shifts as programs take effect.
A quick check of how well you understand and shape your culture today, from the target culture to follow-up.
Edstellar works with validated culture and climate tools from leading publishers, alongside tailored surveys and focus groups, choosing the right tool for each culture question.
| Tool | Culture diagnosis | Leadership climate | Inclusive culture | Change & integration | Best used |
|---|---|---|---|---|---|
| Culture and climate diagnostics | |||||
| LCI (Leadership Climate Indicator)Leadership climate across teams and business units | Before and after leadership programs and change, to measure climate shifts and target actions, with anonymity protected | ||||
| Talogy Perceptions™Inclusive behaviors and culture diagnostics | For inclusion benchmarking and leadership programs with clear behavior goals, in a psychologically safe process | ||||
| Ongoing listening | |||||
| MindgagePulse feedback on employee experience | For short, regular pulse checks between deeper culture assessments; a listening tool, not an assessment | ||||
| Values alignment at entry | |||||
| Capture (Talogy)Values alignment and culture fit at hiring and onboarding | At the top of the hiring funnel and in onboarding, with job-relevant values and alongside other evidence | ||||
An Edstellar specialist will match tools to your culture questions.
From the target culture to follow-up measurement, Edstellar covers every part of a culture assessment.
Work with leaders to agree on the values and behaviors the strategy needs, as the reference point for the assessment.
Run Talogy Perceptions, the Leadership Climate Indicator or a tailored culture survey across the organization, with anonymity protected.
Explore the employee culture survey results in focus groups and interviews, to understand the stories behind the numbers.
Benchmark inclusive behaviors with Talogy Perceptions and build development plans with clear behavior goals.
Turn findings into a prioritized culture change roadmap, connected to leadership development, communication and OD work.
Track progress with short Mindgage pulse checks and a follow-up culture assessment.
Six steps, from scope to review. Most organizations have their findings within about eight weeks of kickoff, depending on size and the number of locations.
Agree on the purpose, the target culture and who will take part.
Choose the surveys and plan focus groups, communication and anonymity safeguards.
Employees complete the survey, and focus groups explore the results.
Share the findings with leaders and teams in facilitated sessions.
Run the agreed actions, from leadership programs to team commitments.
Pulse checks and a follow-up assessment show what has shifted.
Every Edstellar culture assessment ends with reports and outputs that leaders and teams can read quickly and act on right away.
Today’s culture compared with the target culture, with the stories behind the numbers.
Step 4 · DebriefPrioritized actions connected to leadership, communication and OD work.
Step 5 · DevelopHow each leader’s team experiences the climate they create.
Step 4 · DebriefPractical changes each team commits to.
Step 5 · DevelopInclusive behaviors benchmarked across the organization.
Step 4 · DebriefPulse and follow-up results showing what has shifted.
Step 6 · ReviewScope your culture assessment with an Edstellar specialist.
Edstellar defines the target culture with your leaders, measures the culture people experience with validated surveys and focus groups, and connects the findings to leadership and OD work, so culture change has direction and momentum.
Insight turns into action, because the team that assesses your culture also delivers the leadership, training and OD work that shapes it.
You always know who is ready and where the gaps sit, with a live picture of verified skills between assessment cycles.
Experienced consultants read every result in context, alongside focus groups and leader interviews, so leaders understand and act on the findings.
Culture assessments run online, in person or blended across 100+ locations, in a format that suits each workforce.
Every engagement runs the same six steps, from scope to review, with tools chosen for the culture question at hand.
Edstellar is not tied to a single test publisher, so each culture question gets the tool that fits it best.
Culture insight is strongest alongside other assessments. These Edstellar services complete the view.
Measure engagement and act on what drives it.
Strengthen how teams trust, work and deliver together.
Assess leadership capability, potential and succession readiness.
See how behavior is experienced by manager, peers and reports.
Profile behavioral style, strengths and career direction.
Measure self-awareness, empathy and resilience at work.
Profile personality, work style and motivation for hiring and development.
Combine live exercises with psychometrics for high-stakes decisions.
Verify role-specific skills and see where to develop next.
Screen early-career and high-volume hiring quickly and fairly.
Measure reasoning, problem solving and learning ability.
Verify English proficiency for each role, on CEFR levels.
Building capability rarely stops at L&D. When the need starts with diagnosis or runs deeper than skills, these related Edstellar services carry it.
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A culture assessment, or organizational culture assessment, measures the shared values, behaviors and climate that shape how work gets done and the employee experience in an organization. Edstellar compares the culture employees experience today with the culture your strategy needs, using validated surveys, focus groups and leader interviews.
Depending on the question, Edstellar uses the Leadership Climate Indicator (LCI) for leadership climate, Talogy Perceptions for inclusive behaviors, Mindgage for regular pulse feedback and Capture from Talogy for values alignment and culture fit at hiring and onboarding, alongside tailored surveys and focus groups.
Culture is the deeper set of shared values and assumptions that shape behavior over time. Climate is how people experience their work environment day to day, often shaped strongly by their leader. Edstellar assesses both, because climate is often where culture change shows first.
The Leadership Climate Indicator (LCI) measures the climate leaders create for their teams and business units. Edstellar uses it before and after leadership programs and change initiatives to show climate shifts and target the next actions.
Anonymity safeguards, such as minimum group sizes for reporting, are agreed at scoping and explained to employees before each employee culture survey. Results are used to improve the culture, never to single out individuals.
Talogy Perceptions benchmarks inclusive behaviors across the organization, and Edstellar turns the results into development plans with clear behavior goals, especially for people leaders.
Yes. Assessing company culture before and during a restructure, merger or culture transformation shows where cultures differ and what people need, so leaders can plan integration and change with people in mind.
An engagement survey measures how committed and energized employees feel. A culture assessment looks at the values, behaviors and leadership climate behind that experience. Edstellar offers both, and they work well together.
Most organizations have the findings of their culture audit within about eight weeks of kickoff, depending on size, locations and the number of focus groups. Culture programs and follow-up measurement then continue over the following months.
Survey data is collected only for the agreed purpose, access is limited to agreed stakeholders, and results are reported under the anonymity and confidentiality terms set at scoping. Edstellar holds ISO/IEC 27001:2022 certification for information security management.
Cost depends on the size of the organization, the number of locations, the tools used, how many focus groups and interviews you need, and the follow-up support. Edstellar scopes each assessment before quoting, so you pay only for what your goals require.
Tell Edstellar the culture questions you want answered. A specialist replies within one business day with a scoped response, no automated sales sequence.
Culture and climate insight that guides culture change