A free interactive diagnostic. Twelve questions, two minutes per section, and a clear picture of where your organization's culture actually sits.
Twelve questions. Two dimensions. Six distinct profiles. Understand where your culture actually sits — and what that means for your transformation program.
For each question, distribute points between two competing organizational values. There are no right answers — only honest ones.
Your answers map onto two axes: how your organization manages people, and how it responds to change.
Get your primary culture profile, a real-world company match, and a full overview of all six ADAPT© culture types.
Slide each bar to reflect how your organization actually operates — not how you wish it did. Each slider allocates priority between two competing approaches.
When your organization faces a difficult decision, does it prioritize group consensus and relationship preservation, or individual accountability and decisive action?
When someone in your organization fails at a task, is the first instinct to understand what went wrong as a team, or to identify who was responsible?
When designing how work gets done, does your organization default to shared norms and standard processes, or to individual discretion and personal judgment?
When your organization recognizes strong performance, does it celebrate the team that achieved it, or highlight the individuals who drove it?
These questions explore where your organization sits on the spectrum between stability and agility — its natural response when conditions shift.
When your organization encounters an unexpected shift in the market or competitive landscape, is its instinct to plan carefully and assess risk, or to move quickly and adapt as it goes?
When a new idea is proposed in your organization, is it typically tested and refined through structured review, or piloted quickly and evaluated based on results?
When a transformation program is being designed, does your organization prioritize getting it right before launching, or launching and improving iteratively?
When your organization looks at failure, does it treat it as something to be minimized and prevented through better planning, or as a necessary source of learning and adaptation?
These questions surface what your organization actually optimizes for — the outcomes it treats as most important and the behaviors it rewards.
In your organization, is a project considered successful when it delivers measurable outcomes, or when it improves how the team works together?
Does your organization reward people primarily for exceeding performance targets, or for demonstrating the values and behaviors the culture is trying to build?
When your organization reviews its strategy, is the primary question "Are we winning in the market?" or "Are we building the organization we want to be?"
In your organization, when there is tension between hitting a short-term target and doing something the right way for the long term, which typically wins?
Every organization expresses a blend of these six profiles. Understanding the full landscape helps you see which profiles are missing from your culture — and which are overweighted.
The ADAPT© Organizational Culture Diagnostic takes this profile further — with a full 86-item survey administered across your entire organization, scored and debriefed by The Helix Group.