Analysing your workplace culture to have a holistic view of organisational health 


Dealing with a poor organisational culture, weak team collaboration, unclear sense of organisational purpose, lack of accountability, and unrealised potential for innovation are all symptoms of an unhealthy organisation. After regularly running into these experiences with the majority of clients, Apricot Consulting looked to develop a model that would establish the building blocks of a healthy organisation and create a method for evaluating those areas in the organisation with whom they worked. This model would ensure that opportunities for improvement were recognised and a plan be developed to build healthy organisations of greater impact, purpose, and connection.

Today’s professional climate seems to be turning a tide. After a season with significant emphasis on success based on financial and other strategic metrics, leaders seem to be shifting their understanding, becoming more aware of the need for focus on and investment in their people. Leadership development consultants and executive coaches are prolific as are improvement programsto help them “lead well.” What seems to be missing is the holistic approach that encompasses a focus on more than just leadership growth, and instead addresses the overall health of the total organisation. Beyond any single element in isolation, or a primary focus on strategic development (which still occurs more frequently that one would hope), addressing the people side of the equation in totality is required.


The key to our unique diagnostic process is the implementation of our data-driven Culture Impact Index (CII). This includes two separate tools:

  1. The qualitative, narrative-driven process that engages primarily senior leadership and management. This is a relational approach, digging deep to understand organisational norms, context, patterns, and values. It encourages participants to reflect and respond to the underlying elements that influence your organisation and its culture. This process takes 1-2 hours per conversation and can be done one-on-one or in a focus group.

  2. The quantitative CII is an online survey designed to capture experiences and impressions of the broader organisation. By design, it can be shared as widely as is useful, with data gathered by sub-groups to better identify incongruencies between leadership, rank and file, and mid-level management. The number of iterations is flexible but provides critical insights into how the various organisation stakeholders think and feel. It takes about ten minutes per person and both tools can be run simultaneously.


By analysing the total picture created by both of these tools, a holistic understanding of your organisation's state of health is generated. Analysing and applying the data from the CII becomes the foundation for better understanding of your people and the potential to improve.


This data is key to our ability to diagnose the symptoms and challenges within a team and organisation. This helps shape future steps for a healthier organisation as well as identify specific, targeted areas for focused recommendations.

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Contact our experts about the Culture Impact Index (CII) tool today

Avril Gaughan
Head of Change and Consumer Behaviour
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