Know how your team works before you ask it to change.
For CEOs and leadership teams heading into a major change: a new system, an integration, or a new leadership team.
- +See how your team works
- +See team roadblocks
- +See the change
Want to see what you get first? See a sample Culture Baseline →
New system.
Old habits.
Companies spend months on technical and financial diligence for a major change and almost none on the people expected to carry it out. The system goes live, the milestones get checked off, and the team drifts back to the way it has always worked. Nobody measured how it worked to begin with, so nobody can say why the change didn't stick. By then the budget is gone.
Baseline, readout, then proof.
See how your team works.
Every team member completes a short Culture Baseline, anchored to one business goal you name. Everyone also rates how confident they are in that goal and names the biggest obstacle.
See team roadblocks.
You get a written readout that names the specific risks between how your team operates and what the goal requires, ranked by severity.
See the change.
Short pulses every eight weeks show whether the team is working differently and whether the goal is moving.
The team and every person on it.
Tools like DISC describe one person at a time. A team has its own operating pattern that no single profile captures. This measures that pattern directly, and every participant also gets an individual report of their own.
This is not an engagement survey.
Engagement surveys are the company wide questionnaires HR usually runs once or twice a year to measure how satisfied people are at work.
This is one team and one goal, and everyone who answers gets their own results back.
The Cultural Readout
Within weeks, your leadership team receives a readout built for decisions, not a binder for the shelf.
| What you get | What it tells you |
|---|---|
| Readiness score and call | My read, based on the data and the interviews, of whether the team can carry this change now and under what conditions. It's a judgment call, not a platform calculation. |
| Ranked risk register | The specific cultural and leadership risks, rated by severity, drawn from both the assessment data and executive interviews |
| Structural conditions | What has to be resolved before you commit further time and money |
| How your team is wired | How the team decides, where it pulls apart, and how it behaves under pressure |
| Leadership readout session | A working session with your executives to pressure test the findings and decide what happens next |
Every finding is reported as a pattern. No individual is ever singled out, and no comment is ever traced back to the person who made it.
Start small and specific.
This is not a culture program for the whole company. Choose the team carrying your most important change and the result you need from it. If the first assessment proves its value, we extend it to other teams.
- An ERP or operating system rollout
- An acquisition or post merger integration
- A new or reshaped leadership team
- A restructure
- Rapid growth or new markets
- Bringing AI into how the team works
- A sales team that keeps missing its number
Phase 2: Leadership and Culture Integration
The readout is the starting point. Phase 2 is where I work directly with your leaders on the risks we found, typically over six months.
- Executive alignment sessions with the leadership team
- One on one coaching for the leaders carrying the change
- ROI measured against the baseline
- Go live readiness and post launch support for system implementations
Optional: individual readout sessions, where each participant walks through their own results with me one on one.
The numbers, and who sees what.
Confidentiality
- Each participant sees their own results
- Managers and leadership see team level patterns, never individual responses
- Teams of two to four run in the open. An aggregate of four people isn't anonymous, and I won't pretend otherwise. In small teams I work with everyone directly, and results are shared with the team. Everyone is told that before they answer a single question.
- Pulse responses are reported in aggregate and never attributed
- Nothing is monitored: the platform does not read messages, track activity, or measure productivity
- If you don't continue after the first three months, you decide whether your data stays in the system or is deleted
Built on the Schneider Culture Model.
The assessment runs on CultureCamp, a platform built on the Schneider Culture Model. I serve on CultureCamp's Advisory Board as a coach. I don't use it to put your team in a box. I use it to measure the distance between how your team operates now and how it needs to operate for the goal in front of you.
Kristin Darga
I've coached executives since 2013: more than 500 founders and senior leaders in SaaS, tech, health, entertainment, retail, and manufacturing. I've founded six companies myself, wrote Impact Founder, and co authored peer reviewed research on founder mental health with the University of Alberta.
My work sits inside the moments where the stakes are highest: acquisitions, system implementations, leadership changes, and rapid growth. I work alongside leadership teams during the actual business challenge, not from the sidelines.
More about Kristin →Same accountability.
Better information.
The outcome is still yours. The difference is that you see the people risk while there is still time to do something about it, and you have evidence to show your board that the organization changed along with the system.
Start your Culture Baseline.
Tell me who you are and I'll take you straight to the assessment. It takes about six minutes per person, and individual results are ready the same day.
Let's talk.
Schedule a call.
Pick a time that works for you. Thirty minutes, no prep needed.
Ask a quick question.
Send a short note and my team will reach out to set up a call.