Before the transformation begins, you need to know where you actually are — not where you assume you are. The ADAPT© Organizational Culture Diagnostic gives you a factual, multi-dimensional baseline of your culture, administered and debriefed by The Helix Group.
The ADAPT© Organizational Culture Survey is a structured diagnostic instrument that measures organizational culture across six domains. We administer it, score it, and debrief it with your leadership team — so the transformation that follows is designed against what your culture actually is, not what everyone assumes it is.
A structured kickoff conversation to define respondent groups, confirm confidentiality protocols, and agree on how results will inform the transformation plan.
The 86-item ADAPT© Organizational Culture Survey administered across all employee levels — not just leadership. Digital or facilitated in-person.
Aggregated results scored across six capability domains. High-variance items identified. A written findings report with prioritized gap analysis.
A facilitated 90-minute debrief with your leadership team — presenting results, surfacing difficult truths, and connecting findings to the transformation program ahead.
The same survey re-administered at 6 and 12 months to measure whether culture and behaviors actually changed — not just whether the program ran.
If your transformation did not start by baselining your organizational culture and behaviors, you are most likely part of the overwhelming percentage of organizations that have either failed or seen far fewer benefits than expected.
Every Organizational Culture Diagnostic follows the same structured sequence — designed to surface the real state of your organizational culture, not the assumed one, and to put that baseline to immediate, practical use in the transformation program that follows.
We begin with a structured scoping conversation to determine which employee groups, departments, and management levels will complete the survey. We agree on the confidentiality protocol — individual responses are never shared with leadership — and confirm how results will be used in the transformation program design. The executive sponsor receives a pre-survey briefing on what the instrument measures and what to expect from the results.
The survey is distributed with a cover communication from The Helix Group and, where possible, an endorsement message from the executive sponsor. Respondents complete 86 rated items across six domains plus a managerial self-perception section for managers. We target a minimum 70% response rate across each respondent group. Responses are collected confidentially — never seen by individual management.
The Helix Group scores all responses, calculates section averages across the six domains, identifies high-variance items where the culture is experienced very differently by different groups, and produces a written findings report. The report maps every finding to one of three capability bands — Organizational Strength (5.5–7.0), Needs Attention (3.5–5.4), and Capability Gap (below 3.5) — and prioritizes the gaps that will most directly affect the transformation program ahead.
A facilitated 90-minute debrief session with your senior leadership team. The Helix Group presents the aggregated results — section by section, including the items leadership will find most uncomfortable. The debrief is structured around three questions: What do the results confirm? What surprises you? And — for each Capability Gap finding — what would need to change in the next 12 months for this score to be materially different? The session closes with a prioritized list of cultural and behavioral targets for the transformation program.
The most powerful use of the diagnostic is longitudinal. The same survey, administered to the same respondent populations at 6 and 12 months, produces before-and-after data that answers the only question that ultimately matters: did the transformation produce lasting capability change, or did it produce temporary compliance that has already reversed? This is the measurement architecture the ADAPT© Measurement & Feedback Loops path describes as non-negotiable — and it starts here.
Every ADAPT© Organizational Culture Diagnostic produces five specific deliverables — each designed to be used immediately in transformation planning, not filed as a report and forgotten.
A professionally formatted report presenting section-by-section scores, high-variance item analysis, and a prioritized gap map across all six cultural domains. Written for leadership audiences — clear, direct, and designed to drive decisions rather than just describe data.
Every section and every high-priority item mapped to one of three capability bands: Organizational Strength, Needs Attention, or Capability Gap. This mapping becomes the input to the transformation program design — showing where to build, where to protect, and where to intervene immediately.
A 90-minute facilitated leadership session that presents the results, surfaces the difficult findings, and connects every major gap to a specific transformation intervention. The debrief is structured to produce a leadership-owned priority list — not a consultant's recommendation list.
Where managers participated, a comparison between how managers rate their own behaviors and how employees experience those same behaviors. The self-perception gap is one of the most diagnostic findings in the instrument — and one of the most productive inputs to leadership coaching.
A structured summary connecting the top five diagnostic findings to recommended ADAPT© learning paths, Capability Accelerator interventions, or Enterprise Program components — giving the transformation program a specific, evidence-grounded starting point.
The complete scored dataset is archived and available for comparison at 6-month and 12-month re-administration. This baseline record is the foundation of a measurement system that can actually tell you whether the transformation worked.
Most organizational culture assessments are administered to leadership teams or senior managers, asking them to rate the culture they believe exists. The ADAPT© survey is administered across all employee levels — because the gap between how leadership experiences the culture and how frontline employees experience it is frequently the most important diagnostic finding of all.
Individual responses are never seen by management — not summarized, not referenced, not included in any format that could identify a respondent. Results are reported only in aggregate across groups. This confidentiality commitment is not a preference; it is a non-negotiable condition of valid data. Respondents who do not trust the confidentiality of the instrument will not answer honestly. Dishonest responses produce an inaccurate baseline. An inaccurate baseline produces a transformation program designed for a culture that does not exist.
The Helix Group manages all data collection and holds all individual response data. It is never transferred to the client organization in any form that could identify individuals.
The ADAPT© Organizational Culture Survey is the primary diagnostic tool used in the Organizational Culture & Behaviors learning path and is integrated into four additional ADAPT© paths. When a client engages The Helix Group for a full ADAPT© program, the diagnostic is the mandatory Phase 1 input — producing the data that shapes every subsequent cohort session.
Survey results form the baseline that this path's cohorts work to understand, interpret, and design interventions against.
Part E (Organizational Relations) and Part F (Change Readiness) scores directly inform the Force Field Analysis and resistance-mapping work in Phase 1.
The 6- and 12-month re-administration of the survey provides the outcome data used to answer the path's signature question: did the transformation produce lasting capability or temporary compliance?
Part C (Management Team Evaluation) and Part G (Managerial Self-Perception) scores surface the leadership development priorities that the coaching cohort addresses.
Book a 30-minute conversation with The Helix Group. We will walk you through the diagnostic, the process, and what the results would mean for your transformation program.