Do your culture and leadership support the strategy, and where do they not?
The board wants to know where culture holds results back, which leaders need support, and whether teams are ready for the next change. Ideavus instruments give HR a reading by department, with evidence that stands up in front of the board.
The questions landing on your desk
Climate surveys that never turn into action
The annual survey produces an overall number but does not show which departments to act on first. The plan becomes a generic list and participation drops in the next cycle.
Stated culture differs from practiced culture
The values are on the wall, but day-to-day decisions follow a different logic, and no one can show where the gap is.
Leadership judged by perception alone
Without comparable data across managers, development programs treat symptoms and the investment is hard to justify.
Change that runs into resistance
Restructurings, new systems and new ways of working reach teams before HR knows where resistance will come from.
Recommended instruments and services
Organizational Culture Index (Culture Compass)
Shows the culture practiced day to day, the differences between departments, and the gap between stated and lived culture.
360° Leadership (LeadScope)
Compares each leader's self-view with how their manager, peers, and team see them, producing individual development plans and a view of leadership by level and area.
Change Readiness (ChangeReady Index)
Shows, before a major change, which groups are ready, where resistance will come from, and what to prepare first.
Leadership training
In-company learning paths that help managers act on the issues identified, with indicators of on-the-job application.
360° Index
Integrated application of more than one instrument in a single cycle, with a cross-reading of culture, leadership, and strategy.
A sequence that has worked in other companies
Timelines are a reference and adjust to company size and the number of departments involved.
- Weeks 1 to 2Scope and communication
Definition of departments and breakdowns, alignment with leadership, and communication to teams about anonymity.
- Weeks 3 to 5Instrument rollout
Culture Compass and LeadScope applied online, with participation tracked by department.
- Weeks 6 to 7Analysis and feedback
Results by department, cross-analysis of culture and leadership, and validation with the executive team.
- Weeks 8 to 10Action plan and leadership
Prioritized plan by department and a development path for the managers who most influence change.
- 6 to 12 monthsReassessment
A new measurement to show progress to the executive team and the board.
Deliverables
- Executive report with a 0 to 100 index and maturity band
- Results by department, unit, and level, respecting the minimum number of respondents for anonymity
- Gap between current and desired culture, department by department
- Prioritized action plan with owners, deadlines, and indicators
- Individual development plans for the leaders assessed
- Presentation for the executive team and the board
Common questions
Which instrument should we use first?
It depends on the question. If you want to know whether culture supports the strategy, start with Culture Compass. If the question is about leadership quality, start with LeadScope. Before a major change, start with the ChangeReady Index.
Do the instruments assess each employee individually?
No. Culture Compass and the ChangeReady Index report aggregated results by group only. In LeadScope, each leader receives their own report, but raters remain anonymous.
How is anonymity guaranteed?
Responses are collected on our own platform, with no link to the respondent's identity, and no breakdown is shown with fewer respondents than the minimum defined in the scope.
Can we build on the climate survey we already run?
Yes, as a complementary input. The Ideavus instrument uses defined criteria that are comparable over time, so you can track how each department evolves.
Tell us about your context
In a 30-minute call, we suggest where to start and the most suitable format. No commitment.