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Assessment instrumentsPeople in your organization answer online in a few minutes. Within weeks, leadership knows where the company stands, which areas hold the gaps, and which actions to prioritize in the months ahead.
Each instrument answers one management question. Together they give a complete reading of the organization. Hover over a piece to see what it assesses.
Hover over or tap a piece of the map to see what the instrument assesses, who it is for and how to start.
At the center, the 360° Index combines two or more instruments in a single survey.
Is your company ready to innovate?
Is your company ready to create value with AI?
Is your strategy ready to move off the page?
Is ESG truly built into the business?
Does your culture help or hurt strategy execution?
Are your leaders seen the way they think they are?
Is your company ready for its next big change?
Can your company take care of the present and build the future at the same time?
Does the challenge have more than one cause?
Each instrument answers one management question. Start with the one that weighs most on your agenda today.
Is your company ready to innovate?
Does your culture help or hurt strategy execution?
Is your strategy ready to move off the page?
Is your company ready to create value with AI?
Is ESG truly built into the business?
Are your leaders seen the way they think they are?
Is your company ready for its next big change?
Can your company take care of the present and build the future at the same time?
Choose by the question you need to answer. All of them deliver a 0 to 100 index, the maturity stage and a prioritized action plan.
| Instrument | Question it answers | Sign it is time | Typical timeline | Main deliverable | Free test |
|---|---|---|---|---|---|
| Innovation Culture (IS) | Is the company ready to innovate on an ongoing basis? | “Ideas exist, but few turn into results.” | 5 to 7 weeks | Innovation maturity by area and a priority roadmap | Free test |
| Organizational Culture (ICO) | Does the culture help or hinder strategy execution? | “What the company says does not match day-to-day work.” | 5 to 7 weeks | Current and desired culture, tensions by area and a change plan | Free test |
| Strategic Planning (IPE) | Is the strategy ready to be executed? | “The annual plan is forgotten by March.” | 5 to 7 weeks | Where strategy gets lost between formulation and execution, and how to fix it | Free test |
| AI Readiness (AIR) | Is the company ready to create value with AI? | “Everyone uses a different AI tool, with no rules.” | 5 to 7 weeks | Readiness in data, people and governance and prioritized use cases | Free test |
| ESG and Sustainability (IESG) | Is ESG truly integrated into the business? | “Clients and banks have started asking for ESG evidence.” | 5 to 7 weeks | ESG maturity by theme and a plan for clients, banks and the supply chain | Free test |
| 360° Leadership (LID) | Are leaders seen the way they believe they are? | “The team sees the leader one way and the leader sees it another.” | 6 to 8 weeks | Individual report per leader and a consolidated leadership view | Free test |
| Change Readiness (IPM) | Is the company ready for the next big change? | “An ERP, a merger or a restructuring is about to start.” | Before and during the change | Resistance and risks by group and actions for the rollout | Free test |
| Organizational Ambidexterity (IAO) | Can the company take care of the present and build the future at the same time? | “The short term is going well, but bets on the future are not moving.” | 5 to 7 weeks | Ambidexterity profile, enablers and a plan to balance operations and renewal | Free test |
Timelines for the Regular format, from the first conversation to the action plan. They vary with the number of participants and analysis groups.
Think of the decision leadership must make in the coming months and find the closest question in the table.
In two minutes you get a first indication and see whether the instrument fits your challenge.
When strategy, culture, technology and people are intertwined, the 360° Index combines two or more instruments in one project.
Tell us your challenge in a short conversation and we will suggest the best path.
From the first call to the action plan, a typical project takes 5 to 7 weeks.
We agree on the goal, audience, format, and analysis groups (area, level, site).
One private link per project, with anonymous answers. We track response rates by area and help drive participation.
Where the company stands, which areas drive the result, and where leadership and teams diverge.
Presentation to leadership and a workshop to prioritize actions, with a plan for 90 days, 6 months, and 12 months.
First reading
For smaller companies, pilots, or to validate the topic before scaling up. An overall view of the organization and its main priorities.
Reading by area
For most projects. Results by area and level, perception gaps, and a full action plan.
In-depth reading
For large organizations, multiple sites, or significant investment decisions. More breakdowns and the highest level of detail.
Proprietary methodology, built on recognized management references. See how we work
The starting point is always a business decision.
Results leadership can read in one meeting and turn into decisions.
A 0 to 100 index and a maturity stage, to track progress over time.
What separates the company from the next stage, in management terms.
Strengths and gaps by area and level, and where leadership and teams diverge.
Priorities set by business weight, so effort is not spread thin.
Actions with owners, deadlines, and metrics, ready to execute.
A new measurement on the same yardstick to show the board what moved.
Big problems usually mix strategy, culture, technology, and people. The 360° Index runs two or more instruments in the same project and combines the results into one roadmap.
For: Executive team
Where AI speeds up the plan and what must be in place first.
For: Innovation and HR
Whether your culture fuels or slows innovation.
For: Sustainability and board
ESG tied to strategic choices, targets, and tracking.
For: HR and executive team
Whether leaders practice the culture the strategy calls for.
For: Executive team and project office
Whether the organization is ready to carry out the changes in the plan.
For: Innovation and R&D
Whether ideas have the structure, budget and leadership to reach operations.
Pick the situation closest to yours.
Strategy does not reach the teams
We suggest: Strategic Planning (IPE)
IPE shows where cascading and tracking break down.
We want to use AI safely
We suggest: AI Readiness (AIR)
AIR checks whether data, people, and governance can support AI.
Customers and lenders ask for ESG evidence
We suggest: ESG and Sustainability (IESG)
IESG organizes targets, governance, and metrics into evidence you can show.
We have ideas, but little innovation reaches the market
We suggest: Innovation Culture (IS)
IS finds where the innovation funnel stalls: process, resources, or leadership.
We went through a merger or leadership change
We suggest: Organizational Culture (ICO)
ICO shows culture differences between groups and where they affect integration.
Climate and culture are slowing execution
We suggest: Organizational Culture (ICO) + Strategic Planning (IPE)
ICO and IPE together separate culture issues from gaps in cascading and executing the strategy.
We want AI to serve our strategy
We suggest: Strategic Planning (IPE) + AI Readiness (AIR)
IPE and AIR together show where AI pays off most within the plan.
We need to develop our leaders
We suggest: 360° Leadership (LID) + Organizational Culture (ICO)
LID shows how each leader is perceived and where to focus development; with ICO, it reveals whether leaders practice the culture the company wants.
We hit today's targets, but the future is not moving
We suggest: Organizational Ambidexterity (IAO) + Innovation Culture (IS)
IAO shows whether the company balances executing and exploring and what blocks renewal; with IS, it reveals where innovation loses strength before reaching operations.
We are about to launch a major change (system, merger, restructuring)
We suggest: Change Readiness (IPM) + Organizational Culture (ICO)
IPM shows who is ready for the change and where resistance will show up; with ICO, it separates resistance to the change from culture.
Tell us what you are trying to solve. We will suggest the instrument or combination that brings the most value in your case, with no commitment.
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