Although I can’t say that culture change is easy, there is a certain simplicity to the basic structure of the process:

1. Figure out what your ideal culture is
2. Honestly assess where your culture currently is.
3. Close the gap.

When it comes to that second step–assessing your culture–your options are practically limitless. Just ask google. You’ll find hundreds of culture assessments, and on the surface most of them look pretty good. I don’t think there is a “perfect” one out there, and to be honest, I don’t think it matters too much which one you use. That being said, in my ebook on culture, I do suggest some criteria to use when evaluating survey instruments. I think you should look for an assessment that is:

• Backed by theory
• Balanced between descriptive and prescriptive
• Balanced between qualitative and quantitative data
• Leaves you in control, not the consultant
• Fits with your culture (and cultural aspirations)

The less your assessment meets these criteria, the more likely that the results of the assessment will simply tell you what you already know or steer you down the wrong (and expensive) path. The assessment I use with client is rooted (not surprisingly) in the Humanize work that Maddie and I have done.

But whatever assessment you use, please take the process seriously and be disciplined about your honesty. Don’t look for the assessment to give you an answer that is pleasing to you. And when it does give you answers, try to validate them, because they may be off. The more thorough you are in this part of the work, the more effective you’ll be in the long run.