Assessing Your Organisation’s Culture
What’s Your Organization’s Culture?
Every organization has a culture—whether it was built intentionally or not.
Culture shapes how people communicate, collaborate, lead, and make decisions. It can energize a team or cause slow erosion of trust and clarity.
This short assessment helps you reflect on the dominant culture within your organization or department and understand how that influences relationships, priorities, and results.
You can take the “Organisational Culture” assessment:
Why Assess Culture?
There’s no single “correct” culture. Some environments thrive on high structure, others on flexibility. Some rely on deep camaraderie, while others prioritize independence.
But knowing which type of culture you’re operating in—and whether it supports your goals—is essential for team alignment, employee engagement, and long-term success.
The 4 Culture Types
Each culture is defined by two key traits:
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Sociability – How much people connect, communicate, and value relationships
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Solidarity – How aligned and disciplined people are toward shared goals
1. Networked Culture
High Sociability, Low Solidarity
These organizations value relationships and social bonds. There’s frequent informal communication, and people often feel connected and supported.
Examples: PR agencies, marketing teams, event planning firms
Strengths:
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Friendly, inclusive environment
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Strong interpersonal loyalty
Challenges:
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Risk of cliques or “in-group” dynamics
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Can feel disconnected from business priorities
⚙️ 2. Fragmented Culture
Low Sociability, Low Solidarity
In fragmented cultures, people tend to work independently toward personal goals. Collaboration and team identity are minimal, and communication is often need-based.
Examples: Freelance teams, consulting groups, research departments
Strengths:
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High individual autonomy
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Freedom to self-direct
Challenges:
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Siloed communication
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Missed opportunities for synergy or shared learning
3. Mercenary Culture
Low Sociability, High Solidarity
These environments are highly disciplined, focused, and goal-driven—but not especially warm. Rules, structure, and accountability are front and center.
Examples: Military units, air traffic control, elite medical teams
Strengths:
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High precision and accountability
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Strong focus on outcomes
Challenges:
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Can feel cold or transactional
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Little space for emotional connection
4. Communal Culture
High Sociability, High Solidarity
In communal organizations, people feel bonded and aligned. Communication flows freely, and people often rally around a shared mission.
Examples: Customer-focused retail teams, service-oriented corporations, values-driven startups
Strengths:
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High trust and engagement
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Strong collective purpose
Challenges:
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Over-communication or blurred boundaries
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Risk of mixed messages or groupthink
What’s Next?
Once you’ve taken the quiz and identified your organization’s dominant culture type, reflect on:
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Does this culture serve your current goals?
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Are people aligned with how things get done—or do they feel disconnected?
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What small shifts could bring more balance, clarity, or cohesion?
Culture isn’t fixed. It can be shaped—with intention, awareness, and consistency.
