C3PT Culture Diagnostic

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.

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.

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.

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.

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 can't 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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