┌─────────────────────────────────┐
│        Artifacts                │ Visible structures
│   (What you see and hear)      │ and processes
├─────────────────────────────────┤
│     Espoused Values            │ Strategies, goals,
│    (What we say we value)      │ philosophies
├─────────────────────────────────┤
│    Basic Assumptions           │ Unconscious beliefs,
│   (What we actually believe)   │ perceptions, feelings
└─────────────────────────────────┘

                 Flexibility & Discretion
                          ↑
    Clan Culture         │         Adhocracy Culture
    (Collaborate)       │         (Create)
    - Family-like       │         - Dynamic
    - Mentoring         │         - Risk-taking
    - Nurturing         │         - Innovation
                        │
Internal Focus ←────────┼────────→ External Focus
                        │
    Hierarchy Culture   │         Market Culture
    (Control)          │         (Compete)
    - Structured       │         - Results-oriented
    - Formal           │         - Achievement
    - Efficiency       │         - Competition
                       ↓
              Stability & Control

Scoring Example:
Current Culture:
- Clan: 35%
- Adhocracy: 15%
- Market: 30%
- Hierarchy: 20%

Preferred Culture:
- Clan: 25%
- Adhocracy: 30%
- Market: 30%
- Hierarchy: 15%

External Focus:
├── Adaptability
│   ├── Creating change
│   ├── Customer focus
│   └── Organizational learning
├── Mission
│   ├── Strategic direction
│   ├── Goals & objectives
│   └── Vision

Internal Focus:
├── Involvement
│   ├── Empowerment
│   ├── Team orientation
│   └── Capability development
├── Consistency
│   ├── Core values
│   ├── Agreement
│   └── Coordination

          Stories & Symbols
                ↓
    Rituals ← Paradigm → Power
                ↑
        Control Systems
                ↑
        Organizational
          Structure

Survey Design Elements:
- Likert scale questions
- Demographic segmentation
- Anonymous responses
- Statistical analysis
- Benchmarking capability

Sample Questions:
1. "Innovation is encouraged and rewarded"
   Strongly Disagree 1-2-3-4-5 Strongly Agree

2. "Decision-making is transparent"
   Strongly Disagree 1-2-3-4-5 Strongly Agree

Frequency: Monthly/Quarterly
Length: 5-10 questions
Focus: Specific themes
Response rate target: >70%

Perspectives:
- Self-assessment
- Manager feedback
- Peer feedback
- Direct report feedback
- Cultural behavior focus

Structure:
- 6-10 participants
- Homogeneous groups
- Semi-structured discussion
- 60-90 minutes
- Professional facilitation

Topics:
- Values in practice
- Success stories
- Challenges
- Improvement ideas

Interview Guide:
1. Background and context
2. Cultural observations
3. Values and behaviors
4. Success factors
5. Barriers and challenges
6. Recommendations

Observation Areas:
- Meeting dynamics
- Decision processes
- Communication patterns
- Physical workspace
- Informal interactions
- Rituals and routines

Phase 1: Quantitative Survey
↓
Phase 2: Qualitative Deep Dive
↓
Phase 3: Artifact Analysis
↓
Phase 4: Integration & Insights

Key Questions:
□ Why assess culture now?
□ What decisions will this inform?
□ Who are the stakeholders?
□ What's the scope?
□ How will results be used?

Decision Criteria:
- Organizational context
- Industry norms
- Assessment goals
- Resource availability
- Timeline constraints

Engagement Plan:
├── Leadership alignment
├── Communication strategy
├── Union/works council consultation
├── Manager briefing
└── Employee communication

Best Practices:
- Clear communication of purpose
- Guaranteed anonymity
- Multiple reminders
- Easy access (mobile-friendly)
- Multilingual options
- Adequate time window

Facilitation Tips:
- Safe environment
- Active listening
- Probing questions
- Balanced participation
- Detailed notes
- Recording (with permission)

Analysis Methods:
- Descriptive statistics
- Segmentation analysis
- Correlation analysis
- Gap analysis
- Benchmarking
- Trend analysis

Coding Process:
1. Transcribe data
2. Initial coding
3. Theme identification
4. Pattern recognition
5. Quote selection
6. Narrative development

Triangulation:
Survey Data + Interview Insights + Observations
                    ↓
            Comprehensive View
                    ↓
            Key Findings

Report Structure:
1. Executive Summary
2. Methodology
3. Current Culture Profile
4. Strengths and Assets
5. Gaps and Challenges
6. Subculture Variations
7. Recommendations
8. Action Planning Framework

Culture Dashboard:
┌────────────────────────────────────┐
│     Current vs. Desired Culture    │
├────────────────────────────────────┤
│ Innovation    ████████░░ → ████████│
│ Collaboration ██████░░░░ → ████████│
│ Accountability████████░░ → ██████░░│
│ Customer Focus██████░░░░ → ████████│
│ Agility       ████░░░░░░ → ████████│
└────────────────────────────────────┘

Culture Gap Assessment:
                Current   Desired   Gap   Priority
Innovation        3.2      4.5     1.3     High
Collaboration     2.8      4.2     1.4     High
Risk-taking       2.5      3.8     1.3     Medium
Customer focus    3.5      4.6     1.1     High
Efficiency        4.1      3.5    -0.6     Low

Actions:
- Role modeling
- Story telling
- Decision-making style
- Communication approach
- Recognition practices

Areas to Align:
- Performance management
- Recruitment and selection
- Promotion criteria
- Reward systems
- Work processes

Considerations:
- Organizational design
- Reporting relationships
- Decision rights
- Meeting structures
- Communication channels

Elements:
- Physical workspace
- Dress code
- Language and terminology
- Celebrations
- Visual displays

Year 1: Foundation
Q1: Assessment and awareness
Q2: Leadership alignment
Q3: Quick wins
Q4: System changes begin

Year 2: Momentum
Q1-Q2: Major initiatives
Q3-Q4: Embed changes

Year 3: Sustainability
Continuous reinforcement
Measurement and adjustment

Behavioral Metrics:
- Meeting effectiveness scores
- Cross-functional collaboration instances
- Innovation submissions
- Employee recognition frequency
- Learning participation rates

Outcome Metrics:
- Employee engagement scores
- Turnover rates
- Customer satisfaction
- Financial performance
- Innovation revenue %

Monthly Culture Pulse:
┌─────────────┬────────┬────────┬────────┐
│   Metric    │ Target │ Actual │ Trend  │
├─────────────┼────────┼────────┼────────┤
│Engagement   │  80%   │  75%   │   ↑    │
│Innovation   │  50    │  45    │   →    │
│Collaboration│  4.0   │  3.8   │   ↑    │
│Trust        │  85%   │  82%   │   ↑    │
└─────────────┴────────┴────────┴────────┘

Culture Due Diligence:
├── Pre-merger assessment
├── Cultural compatibility analysis
├── Integration planning
├── Combined culture design
└── Post-merger monitoring

Multi-Cultural Considerations:
- National culture overlay
- Local adaptations
- Core vs. flex elements
- Language barriers
- Virtual team dynamics

Digital Culture Elements:
- Data-driven mindset
- Agile ways of working
- Digital literacy
- Innovation orientation
- Customer centricity

Categories:
├── Survey Tools
│   ├── Culture Amp
│   ├── Glint
│   └── 15Five
├── Analytics Platforms
│   ├── Workday Peakon
│   ├── Perceptyx
│   └── Willis Towers Watson
└── Specialized Culture Tools
    ├── OCAI Online
    ├── Denison Culture Survey
    └── Human Synergistics

Emerging Applications:
- Natural language processing of feedback
- Predictive culture metrics
- Network analysis
- Sentiment tracking
- Behavioral pattern recognition

Starting Point (2014):
- Competitive internal culture
- Siloed operations
- Declining innovation

Transformation Approach:
- Growth mindset adoption
- Collaboration emphasis
- Customer obsession
- Inclusive culture

Results:
- Tripled market cap
- Increased innovation
- Higher employee satisfaction
- Cloud leadership

Initiative: Radical culture change
Approach: Self-management system
Challenges:
- Resistance to change
- Clarity issues
- Turnover spike

Lessons:
- Culture change limits
- Importance of readiness
- Need for gradual approach