Cultural Assessment · Dispersed Teams

Before we walk into the room, we already know where the friction is.

A 100-question diagnostic that maps the specific cultural friction between specific people on your team — grounded in five research frameworks — and delivers a named analysis before a single session has run.

Book a discovery call → See how it works →
100Questions
~30 minTo complete
10 daysTo proposal report
7Dimensions mapped
5Research frameworks
How it works

Four stages. One coherent engagement.

Each stage delivers its own value and creates a natural pull toward the next.

The health score

One number. Five dimensions. Your team, mapped.

The Team Cultural Health Score is a weighted composite across five dimensions. Move the slider to explore what each band means and what changes after intervention.

Score: 47 Early stage
Health score
Friction pairs

Named collisions. Specific people. Real meetings.

For each of nine behavioural scales, the tool identifies where team members sit furthest apart. Where a gap exceeds threshold, it is flagged — with a plain-English description of what that difference can look like in practice. A wide gap does not always mean friction. High cultural intelligence can bridge significant differences. But it names what to watch.

All potential gap points are surfaced — not just the largest. A typical report flags 2–4 significant gaps for a moderately diverse team, up to 7–8 for a highly dispersed international team, plus five hidden pattern detections from combined scores. Teams with strong CQ may have wide gaps that are already being navigated well — the report names both the risk and the readiness.

The proposal report

What you receive before the workshop begins.

A professional report that names the team’s actual dynamics — specific gap points, individual psychological safety scores, CQ readiness, and a recommended intervention with measurable targets. Most clients have never received anything like this before an engagement begins.

Assessment Report · Confidential
Global Survey Operations Team
8 participants · 6 nationalities · May 2026
Health score
Developing
Psychological safety38
Cultural awareness63
Behavioural alignment81
CQ readiness65
Team dynamics33
01What we found

Your team is experiencing “distant professionalism” — people are completing work independently across different vessels and locations, but not yet operating as a cohesive unit. The psychological safety score of 38 tells us that team members feel cautious about raising disagreement. The low team dynamics score reflects infrequent contact and an absence of shared norms for how this team communicates, decides, and surfaces tension.

02What this means for your team

A safety score of 38 means your team is below the threshold for honest contribution. People will complete tasks when asked, but they are unlikely to challenge assumptions, flag risks early, or raise interpersonal concerns before they escalate. Wide gaps on feedback style and authority structure are present — the CQ scores suggest some members are navigating these differences well — but the conditions for friction to compound undetected exist.

03The recommended intervention

We recommend a two-day workshop focused on psychological safety, shared communication norms, and the specific gap points the data has surfaced. A six-month advisory programme following the workshop will embed new behaviours and track the score improvement through a follow-up assessment.

Workshop format
2-day intensive
Programme
6 months advisory
Target score
68–72 by month 6
04What success looks like

A team that arrives with cautious silence will leave this engagement able to surface disagreement without defaulting to authority. Quieter members will contribute more substantively, because the conditions for safe challenge will have been explicitly built. The team leader will have a broader repertoire for handling pressure — able to solicit input and hold space for debate even when project timelines are tight.

Behavioural preferences — team gap points
Psychological safety
Team average38/100
Low safetyHigh safety

Identified by Google’s Project Aristotle as the single strongest predictor of team performance. A score below 50 means people are holding back.

Cultural intelligence — team average
A personal note from us

“What this data tells us is that the friction your team is experiencing isn’t about personalities — it’s about deeply different assumptions that nobody has ever named. The psychological safety score is the most urgent thing to address. We will be in contact this week.”

Research foundations

Five validated frameworks. One integrated model.

The assessment draws on the most rigorous research in cross-cultural behaviour and team psychology — integrated into a single diagnostic tool.

Richard Lewis model
Three communication style types mapping how your team members process information, engage with each other, and signal meaning across cultures.
Erin Meyer — The Culture Map
Nine cross-cultural behavioural dimensions covering how people communicate, evaluate, lead, decide, trust, disagree, and schedule.
Geert Hofstede
Power distance, individualism, and uncertainty avoidance — the structural cultural forces shaping your team’s assumptions about authority and decision-making.
Amy Edmondson
The validated 7-item psychological safety scale — identified by Google’s Project Aristotle as the single strongest predictor of team performance.
Cultural intelligence (CQ)
Four-dimension framework measuring each team member’s readiness to leverage cultural diversity as a performance advantage rather than a source of friction.

Sample Report

See what the output looks like

Download a sample proposal report — a real team, anonymised. This is what your team receives before a single session has run.

Download sample report →

PDF · No sign-up required

Ready to see what your team’s data looks like?

Book a 30-minute discovery call. We’ll talk through your team’s context and, if it’s the right fit, set up the assessment within 48 hours.

Book a discovery call →
30 minutes · no obligation · via video call
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