From Insight
to Execution.

People Don't Resist Change.
They Resist Being Changed.

Cultural Due Diligence
diagnose alignment before you invest

The fastest, smartest way to de-risk your next move.

Before committing to major change, you need to know if your culture can carry it. Cultural Due Diligence is our starting point for every engagement — a rapid, targeted assessment that reveals whether your people, processes, and decision-making environment are ready for what’s ahead.

When culture isn’t fit for purpose, execution slows up to 4x! Opportunity slips. Costs creep up. Risk compounds. Cultural Due Diligence shows you exactly where misalignment exists so you can address it before it impacts your bottom line.

• Surfaces hidden friction that slows adoption and drains momentum.

• Identifies trust and influence patterns that affect execution.

• Pinpoints capability and coordination gaps that can derail initiatives.

• Gives leaders a clear starting point for aligning culture with strategy.

• Available as a standalone or built into larger engagements.

When to Use It

Cultural Due Diligence is the first step in any high-stakes initiative:

• AI adoption
  Understand how your people will adapt before you invest in technology.

• M&A Integration
  Align cultures to protect deal value and reunion.

• Major Transformation or Product Launch
  Ensure your operating model can deliver at speed.

How it Works

• Targeted Listening
  Interviews and surveys to capture honest, actionable insights.

• Network Analysis Option
  Map the informal trust and influence networks that shape execution.

• Actionable Findings
  Clear recommendations for reducing friction and accelerating results.

Outcome

You'll have a concise, actionable view of your culture's readiness, where it helps, and where it hinders — with a clear path to make it fit-for-purpose.

>>> Start with Cultural Due Diligence
Begin with the step that protects your ROI and accelerates adoption.

Organizational Network Analysis
map the networks that move your business

The map of your organization you can't from an org chart.

Most charts show who reports to whom. ONA shows how your organization really works — mapping the trust, influence, and information flows that determine whether strategy takes root or stalls.

ONA reveals the hidden structure behind execution. It’s how we identify bottlenecks, pinpoint underutilized leaders, and surface the informal networks that can accelerate adoption.

• Quantifies execution risk by identifying over-reliance on key individuals.

• Maps influence and trust networks to understand who actually moves work forward.

• Highlights information flow gaps that slow decision-making and increase rework.

• Creates a baseline for tracking cultural health over time.

When to Use It

• After Cultural Due Diligence
  To go deeper into the trust and influence patterns driving your culture.

• During AI Adoption or Transformation
  To ensure the right people are in the right positions to accelerate adoption.

• In M&A Integration

  To identify natural bridge-builders and potential points of cultural friction.

• For Ongoing Measurement
  As a longitudinal study to keep your culture aligned with strategy.

How it Works

• Survey Design
  Targeted questions to capture who people turn to for information, advice, and decisions.

• Network Mapping
  Visualizing trust, influence, and communication patterns.

• Analysis & Insights
  Clear recommendations to strengthen connectivity, redistribute influence, and close gaps.

Outcome

A clear, data-backed picture of your organization’s human infrastructure — and a plan to strengthen it for faster, more reliable execution.

>>> Map the Networks that Move Your Business
See where influence and trust can accelerate, or block, your strategy.

Fit-for-Purpose Transformation
redesign for speed and reliability

Redesign your organization to execute at speed.

When your strategy changes, your operating model must change with it.
Fit-for-Purpose Transformation aligns your people, processes, and decision rights so the culture supports, rather than resists, execution.

It’s the culmination of our work: Cultural Due Diligence gives you the readiness snapshot, ONA reveals your hidden networks, and Transformation turns that insight into a high-performance architecture built for your next chapter.

• Redesigns leadership and decision pathways so execution is faster and more consistent.

• Clarifies roles and accountability to remove friction and rework.

• Builds scalable cultural norms to sustain performance as you grow.

• Aligns structure with strategy so resources move where they deliver the most value.

When to Use It

• AI Adoption
  Create the people and process architecture that lets new technology stick.

• M&A Integration
  Blend teams, processes, and cultures without losing speed or talent.

• Major Transformation or Product Launch
  Ensure the organization is built to deliver from day one.

How it Works

• Cultural Due Diligence
  Baseline your culture’s readiness for change.

• Organizational Network Analysis
  Map your trust, influence, and communication flows.

• Design & Implementation
  Build and activate a fit-for-purpose operating model, with embedded governance and execution rhythms.

Outcome

An organization that can delivery on its strategy without over-reliance on a few individuals, with reduced execution risk and a culture ready to sustain results.

>>> Design for the Strategy You Have And the Future You Want
Start with the Cultural Due Diligence and see what's possible.

Not sure where to begin?

When the path forward isn’t clear, sometimes a conversation helps you get oriented. We love discussing the hidden dynamics, like influence patterns, cultural norms, and organizational friction, that can make or break strategy.

This is a low-lift way to pressure-test whether a network analysis or broader cultural transformation is right for your organization before making a bigger investment.

See How We're Different