Organisational Diagnostic
See the gap before you close it.
Before designing the journey, CultureCatalyst™ looks at what is actually happening inside the organisation. Using the Human Operating System™ (HOS™), the diagnostic identifies where strategy, culture, clarity, capability, contribution and experience are aligned, and where the human system may be getting in the way of execution.
Three ways Organisational Diagnostic moves an organisation.
Execution Gaps
Identify where organisational direction loses clarity, momentum or meaning as it moves through the human system.
HOS™ Dimension View
Read the organisation across the six connected HOS™ dimensions to understand where strengths, gaps and dependencies sit across the system.
Priority Areas
Turn diagnostic insight into clear areas of focus so CultureCatalyst™ can determine what should be addressed, strengthened or carried into the professional journey.
Six dimensions. One connected human system.
CultureCatalyst™ uses HOS™ to understand how the organisation's human infrastructure supports, or obstructs, execution.
Culture & Identity
What the organisation stands for and how that identity is experienced.
Knowledge & Clarity
What people understand about direction, expectations, roles and how work connects.
Capability & Growth
What people are able to do today and what they need to build for what comes next.
Performance & Contribution
How individual and collective contribution connects to organisational priorities.
Experience & Engagement
How people experience the organisation through the moments, systems and relationships around them.
Insight & Evolution
How the organisation learns from signals, evidence and experience and uses that intelligence to evolve.
One route, four moves.
Every Organisational Diagnostic engagement follows the same route: assess it, read it, prioritise it, inform it.
01
Assess
What is happening now?
Gather relevant organisational inputs, signals and perspectives to understand the current human system.
02
Read
What does HOS™ reveal?
Read the organisation across the six HOS™ dimensions, looking at both individual signals and the relationships between them.
03
Prioritise
Where does attention matter most?
Identify the gaps, strengths and dependencies most relevant to the organisation's direction and execution.
04
Inform
What should happen next?
Translate the diagnostic insight into priorities that can inform CultureCatalyst™ interventions, journey design and relevant Talent Passport™ experiences.
The journey should respond to what the organisation actually needs.
Diagnostic insight helps CultureCatalyst™ determine which organisational realities need to become part of the professional experience. Where Talent Passport™ is the right response, those priorities can shape the context, experiences, capability development and reflection built into the journey.
Clarity
What needs to become clearer?
Bring relevant direction, role expectations and organisational context into the journey where understanding is part of the gap.
Capability
What needs to be strengthened?
Design experiences around the capabilities people need to build, practise or apply.
Experience
What needs to change in how people experience the organisation?
Translate relevant moments, behaviours and interactions into more intentional professional experiences.
Evolution
What should we continue learning from?
Use reflection, evidence and organisational signals where relevant to understand how the experience is evolving over time.
Three shapes a Organisational Diagnostic engagement can take.
Every organisation starts in a different place, so scope is agreed before anything else. Investment is confirmed after a first conversation, once we know what the work actually involves.
Short engagement
Diagnostic
A focused read of where this line currently sits inside your organisation, and what is getting in the way.
- Discovery sessions with leadership and the teams closest to the work
- Review of existing organisational material, signals and context
- Findings, priority areas and a recommended route forward
Organisations that want clarity before committing to a programme.
Book a callDefined delivery period
Programme
Design and delivery of the work itself, translated into experiences your people actually move through.
- Everything in the Diagnostic
- Design of the journeys, content and moments specific to this line
- Delivery inside Talent Passport™, with your organisation's language and context
- Working sessions with the internal team through delivery
Organisations with a defined change, launch or capability need.
Book a callOngoing
Partnership
CultureCatalyst™ stays embedded, evolving the work as the organisation and its priorities change.
- Everything in the Programme
- Continuous review against real operating signals and evidence
- New journeys and experiences added as priorities shift
- Direct founder access throughout the engagement
Organisations building this as a long term operating capability.
Book a callPrefer to write first? Use the enquiry below and Roaa Fawzi replies personally.
Start by understanding where the gap really is.
Tell us where execution feels harder than it should. CultureCatalyst™ can use HOS™ to understand the human system behind it, identify the areas that matter most and determine what should happen next.
Prefer a wider conversation? Send a CultureCatalyst enquiry
The other solution lines.
We can see where intention and reality diverge. Now, which leadership behaviours and cultural moments need to shape what happens next?
CultureCatalyst · Founder-Led · culturecatalystos.com