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Free Organizational Assessment

C3PT Culture Diagnostic

25 questions across five pillars. Honest answers take 5 minutes. Your results will reveal your organization's cultural health score, pinpoint where erosion is happening, and recommend the precise C3PT engagement to address it.

Step 1. Select Your Industry
This tailors your results to the service engagement best suited for your environment.

Step 2. Rate each statement based on how accurately it describes your organization today, not how you wish it were or how it used to be. Be honest. The value of this tool is in the truth.

1
Strongly Disagree
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Disagree
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Neutral
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Agree
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Strongly Agree
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C
Communication
Clarity, transparency, and the flow of truth
Leadership communicates the organization's direction clearly and consistently to all levels.
Employees feel comfortable raising problems or concerns to leadership without fear of retaliation.
When decisions are made, the reasoning behind them is shared transparently, not just the outcome.
Information flows freely across departments rather than getting trapped in silos or filtered through gatekeepers.
Leadership regularly seeks feedback from frontline staff, and acts on what they hear.
C
Collaboration
Breaking silos, building shared purpose
Cross-functional teams work together effectively to solve problems, rather than protecting their own territory.
When conflicts arise between departments, there is a clear and respected process for resolution.
Leaders at all levels model collaboration rather than competition with their peers.
Successes are celebrated as team achievements, not just individual accomplishments.
People from different levels and functions are regularly brought together to solve the organization's most important problems.
C
Culture The Nucleus
The operating system beneath the org chart
The organization's stated values are visibly reflected in day-to-day decisions and behavior, not just posted on walls.
High performers want to stay. The organization retains its best people, not just its most comfortable ones.
There is a shared sense of mission that people at all levels can articulate and connect to their daily work.
Accountability is applied consistently: poor performance is addressed, not tolerated or worked around.
New employees are onboarded into the culture intentionally, not just handed a badge and a binder.
P
Perseverance
Sustaining the work when it gets hard
Change initiatives are followed through to completion, not abandoned when the next priority emerges.
When the organization faces setbacks, leadership responds with resilience and clear next steps, not blame.
Leaders maintain consistent standards even under external pressure, staffing challenges, or budget constraints.
The organization learns from failure rather than repeating the same mistakes in new packaging.
There is a long-term vision that people believe in, not just quarterly targets and annual goals.
T
Trust
The currency that makes everything else possible
Employees trust that leadership has the organization's best interests, not just their own, at heart.
Leadership admits mistakes openly rather than managing perception or shifting blame.
Commitments made by leadership are kept, and when they cannot be, the reason is communicated honestly.
People are treated with dignity and respect regardless of their position in the organization.
There is genuine psychological safety: people can disagree, challenge ideas, and speak truth to power without punishment.

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Your Culture Diagnostic

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Overall Culture Health