Thank you for completing this assessment!

Thank you for completing this assessment!

Guidelines of Interpretation

The results of your profile show your view of the current and preferred culture in your company. Your co-worker or colleague may have a different profile if he or she assessed certain characteristics differently, even if you are both in the same department

Observe and reflect on your profile

Can you observe what is your current culture (dark gray), and what is your preferred culture (light blue)? Can you identify yourselves with these results? Which observations in particular support the current culture, and which behavioral characteristics would fit in with your desired culture? Why is this preferred?

If you observe a large or prominent differences between your current and preferred situation, this is a clear indication that you desire change. The dominant profile indicates the direction.

For instance, if your assessment, indicates that you currently experience a hierarchy culture but would like to start working more like a clan culture, then you may reflect on what this would mean. For example, is it necessary to involve the staff more? How can this be done? What results would be expected from achieving a clan culture?

To successfully implement change in a culture, a number of key success factors will need to be present and may include: agreeing on the preferred culture and objectives, commitment by senior management, and changing the daily mental models that govern behavior.  You will need to define tangible and measurable actions and behavior to begin moving to the preferred culture.

The Cultural Readinness Assessment that you have just completed is part of the Getting Started phase of the GRIPS process. If would you like to continue with the process and embed the Sustainable Development Goals into your organization, click here to proceed to the True Sustainability Assessment.

To obtain more information visit sdgx.orge-mail us at, or feel free to reach out to our sustainability expert Katrin Muff.

This survey was prepared based on information provided by the Organizational Culture Assessment Instrument.