• Understand the organization's goals, challenges, and expectations for the culture assessment.
• Stakeholder Meetings: Meet with key stakeholders to gather initial insights and set objectives.
• Scope Definition: Define the scope and parameters of the assessment, including specific areas of focus (e.g., DEI, leadership, employee engagement).

Gather qualitative and quantitative data

Surveys:

•  Develop and distribute customized culture surveys to employees at all levels.
• Use the Empathy Scorecard to assess empathy-related aspects of the culture.
• Interviews and Focus Groups:
• Conduct in-depth interviews and focus groups with a representative sample of employees.

Document Review:

•  Analyze existing documents, such as policies, procedures, and previous survey results.

Empathy Scorecard Analysis:

•  Evaluate empathy levels within the organization and identify specific areas where empathy can be enhanced.

• Share findings with the organization and provide actionable insights.
• Present a detailed report of the assessment findings to key stakeholders.
•  Highlight key strengths and areas for improvement.

• Develop a tailored action plan to address identified issues and enhance organizational culture.
•  Create strategies to improve key areas such as DEI, leadership development, employee engagement, and empathy.

Resource Allocation:

•  Identify necessary resources, including training programs, tools, and support systems.

Training and Development:

•  Provide training sessions and workshops to develop key skills and behaviors.

 Ensure the sustainability of cultural improvements and foster a culture of continuous development.

Regular Check-Ins:

•  Schedule regular check-ins with stakeholders to review progress and adjust strategies as needed. A monthly retainer is advised.

Feedback Loops:

•   Establish feedback loops to continuously gather input from employees and stakeholders.

Celebrating Success:

•   Recognize and celebrate successes and milestones to maintain momentum and engagement.