Resources
Values-Aligned Culture Diagnostic Tool
Purpose:
To assess how deeply your organisation’s values are embedded in everyday behaviours, systems, leadership, and culture—so you can identify strengths and opportunities for deeper alignment.
Instructions:
Rate each statement below using the following scale:
🟢 Always true
🟡 Sometimes true
🔴 Rarely or never true
❓ Not sure
There are 7 Domains, each with key reflection statements.
1. Translating Values into Practice
Key Question: How do we translate our core values into daily behaviours, decisions and relationships at all levels of the organisation?
| Reflection Statement | Rating | Notes/Examples |
|---|---|---|
| Our team can readily describe what our values look like in action. | ||
| We reference our values when making all decisions. | ||
| Our interpersonal and team behaviours reflect our values. |
2. Defining Authentic Values
Key Question: Do our values genuinely reflect who we are and where we’re going – and do we ‘live’ them or are they performative?
| Reflection Statement | Rating | Notes/Examples |
|---|---|---|
| Our values are specific, lived and rooted in our purpose. | ||
| Our team co-created or meaningfully contributed to defining our values. | ||
| We periodically revisit and refine our values as we evolve. |
3. Embedding Values in Systems & Structures
Key Question: How do our hiring, impact (‘performance’) management, budgeting and decision-making processes reflect and align with our values?
| Reflection Statement | Rating | Notes/Examples |
|---|---|---|
| Our recruitment, onboarding and team development processes reflect our values. | ||
| Our budgeting decisions prioritise values-based outcomes over short-term efficiency. | ||
| Our tech, tools and vendors are aligned with our ethical commitments. |
4. Accountability Without Hierarchy or Fear
Key Question:How do we hold each other accountable in ways that support individual and collective growth, not shame?
| Reflection Statement | Rating | Notes/Examples |
|---|---|---|
| We use values-based feedback regularly and constructively. | ||
| People can name when we’re out of alignment – without fear of retribution or retaliation. | ||
| We respond to feedback with openness, care and course correction. |
5. Balancing Care with Effectiveness
Key Question:How do we balance caring deeply for our people with getting things done and delivering on our mission?
| Reflection Statement | Rating | Notes/Examples |
|---|---|---|
| Our culture supports both rest and impact, equally. | ||
| We prioritise psychological safety and trust as part of productivity. | ||
| Our values positively impact our innovation and strategic focus. |
6. Tracking Our Cultural Health
Key Question:Can we measure emotional safety, integrity or radical personal responsibility?
| Reflection Statement | Rating | Notes/Examples |
|---|---|---|
| We have tools or feedback loops to track how well we’re living our values. | ||
| Cultural health is reviewed as seriously as financial or operational health. | ||
| We act quickly and decisively on feedback about cultural misalignment. |
7. Leadership as Cultural Stewards
Key Question:How do we support leaders to grow with the culture instead of becoming disconnected from it?
| Reflection Statement | Rating | Notes/Examples |
|---|---|---|
| Leaders model vulnerability, values-aligned decision-making and continuous learning. | ||
| Power is shared through collaborative and distributed leadership, and removed entirely where it can be. | ||
| Leaders are supported with feedback and personal development. |
Reflection Summary
- Which areas show strong alignment?
- What gaps or contradictions are emerging?
- What’s one small next step we could take to move toward deeper alignment with our core values?
Support The Mission
The path to equality needs a collective effort with resources of all types playing a part. As ever, in the current system, money counts. Can you financially support our mission and the path we’re paving?