Organizational Culture Assessment

Organizational Culture Assessment in Dallas-Fort Worth

Understanding the organizational culture and leadership dynamics you have and building the culture your strategy demands

It's Time To Take Action

Making Culture Visible So It Can Become Strategic

Our organizational culture assessment is designed for executive teams who want clarity around how their culture is truly operating and whether it is helping or hindering business performance.

Culture is not what is written on the wall. It is how people believe they are expected to behave in order to succeed.

Through a combination of quantitative surveys and qualitative one-on-one interviews, we assess culture across all levels of your organization. From senior executives to individual contributors. From day-one employees to recent hires.

We surface what is really happening beneath the surface.

Not assumptions. Not anecdotes. Data and lived experience.

Why Culture Matters More Than Most Leaders Realize

• Are people motivated and empowered?
• Do they feel purpose in the work they do?
• Are they aligned around clear priorities?
• Do they want to do what must be done to achieve results?

How We Assess Your Culture

• How people believe they must behave to succeed
• The behaviors they believe would create stronger performance
• The impact leadership is having on daily norms
• The gap between your current culture and your desired culture

From Current State to Ideal Culture

Understanding your current culture is only half the work.

We then work with your executive team to define the culture required to achieve your business objectives. Growth. Innovation. Operational excellence. Market leadership. Transformation. Every strategy demands a specific organizational culture and leadership alignment to succeed.

Every strategy demands specific behaviors.

We help you identify:

• Which norms are helping performance
• Which norms are quietly limiting progress
• What behaviors must shift to support your future goals

This is not about rewriting values statements.
It is about aligning leadership behavior with strategic intent.

How Culture Change Actually Happens

• Reinforce the behaviors that drive results
• Address norms that undermine accountability
• Align incentives, communication, and expectations
• Track measurable progress over time

What Executive Teams Gain

Organizations that complete a comprehensive organizational culture assessment gain clarity at a level most companies never reach.

Leaders gain a shared language around culture.
Blind spots are surfaced.
Misalignment is identified early.
Behavior is tied directly to business performance.

The result is not just insight.

It is strategic advantage.

Because when culture aligns with strategy, execution accelerates.

What Our Clients Say

Thank you for creating such an inspiring and impactful event. The room was filled with remarkable energy and engagement. It was so uplifting and fun—I left feeling totally energized.

Samantha Lewis,

Director of Radiology Children's Health

It was a well-organized event with a strong focus on people-first leadership. The emphasis on radical honesty, serving with humility, explaining the why and deferring praise are fundamentals that truly resonate.

Troy Derksen,

Dir SHI International

Having you (Brittany) and Mike walk us through things that are both familiar to our day-to-day work, but were in need of far greater shared focus and prioritization. If we did not achieve this level of unification, we would just go through the next year haphazardly, doing the best we can, and I wonder if some people would lose hope all together of achieving our goals. This time was extremely well spent because the team is focused on the work that needs to be accomplished and eager to achieve our goals together. You (Brittany) and Mike do a fantastic job and I recommend that people hire Everest Collective and get to work.

Jonathan Sandford,

President University of Dallas

I would not be the leader I am today without Mike Fromhold’s tutelage. He has led multi-billion dollar divisions and been a CEO of a company. My firsthand experience was when he led a group of Executive Leaders, (overseeing markets like LA, NYC, D.C) through unimaginable adversity during COVID and grew! The members of that team, which lasted about 2.5 years consistently spoke about it as the greatest team they had ever been a part of. I’ve seen Brittany first hand level up leaders and transform teams through her own leadership and consulting. Hiring Everest; Mike and Brittany, to elevate your business is a no brainer!

David Matthews,

CEO of ZP Group

I absolutely loved the opportunity to discuss what was working well and what needed improvement within our team. The retreat has given us a clear plan moving forward and outlined the steps we need to take to reach our goals. It was refreshing to leave with a common objective that we can all strive towards together. I now have a solid understanding of my role and what is expected from me, which makes me excited to contribute to our success.

Nicole Spangler,

Account Executive - GT Foods

It's essential! Going to a different location, leaving your laptop at home, not looking at your phone--all of that isolation you need in order to have the time to reflect and think strategically. Yes, it's essential to create opportunities for strategic thinking and to do so regularly. Thank you guys for the work that you've done. It was really a wonderful experience, including the preparatory work and the individual interviews ahead of the retreat. Thank you for leading us through the process of connecting, discovering, and then finally growing.

Matthias Vorwerk,

Provost University of Dallas

I was surprised at how impactful it was. I've read some business fables that are always nice but to be able to put things in order and I think it was helpful to have a third party be able to operate the conversation because you don’t have quite the same dynamics you might have with a colleague or boss…I thought that was really effective.

Ashton Ellis,

VP of Development

Everest Collective totally lit a fire under my company. Brittany and Mike’s workshops sparked enthusiasm and connection that will help us deploy clever strategies to win in business. Their leadership coaching pumped up our team’s drive, giving us practical tools to stay motivated and make bold, confident decisions together. They’ve truly energized myself and team, getting everyone hyped and united to push our goals forward with real passion!

Cody Tipton,

President and Founder GT Foods

FAQ

What is an organizational culture assessment?

An organizational culture assessment is a structured process used to evaluate how an organization's culture is truly operating — not how it is described in values statements or handbooks, but how people actually believe they must behave to succeed. Everest Collective conducts organizational culture assessments using a combination of validated quantitative surveys and confidential one-on-one interviews across all levels of the organization, from senior executives to individual contributors.

What is the definition of organizational culture?

Organizational culture is the set of shared beliefs, behaviors, and norms that shape how people act within an organization. It is not what is written on the wall. It is how people believe they are expected to behave in order to succeed. Culture is either accelerating your strategy or quietly working against it — and most organizations do not know which until they measure it.

What are the main types of organizational culture?

The main types of organizational culture include clan culture, which prioritizes collaboration and people development; adhocracy culture, which values innovation and risk-taking; market culture, which focuses on competition and results; and hierarchy culture, which emphasizes structure and process. Understanding which type of culture your organization has — and whether it aligns with your strategy — is the starting point for intentional culture change.

What are examples of organizational culture in practice?

Organizational culture examples include how quickly decisions get made, whether leaders encourage candid feedback or avoid difficult conversations, how accountability is handled when commitments are missed, and whether people feel safe raising concerns. These behaviors are often invisible to leadership but highly visible to employees. An organizational culture assessment surfaces these patterns with data, not assumptions.

How does organizational culture and leadership connect?

Organizational culture and leadership are directly linked. Culture shifts when leadership behavior shifts. Policies do not shape culture. Posters do not shape culture. Leaders do. Everest Collective's culture assessment process helps executive teams understand the direct impact their behavior is having on organizational norms, and provides a clear roadmap to align leadership behavior with strategic intent.

How long does an organizational culture assessment take?

The timeline for an organizational culture assessment depends on the size of the organization and the depth of the engagement. For most executive teams, the survey and interview process takes two to four weeks. Analysis, synthesis, and presentation of findings typically follow within one to two weeks. Everest Collective designs the process to minimize disruption while maximizing the depth and accuracy of the insights gathered.

What happens after an organizational culture assessment is completed?

After completing an organizational culture assessment, Everest Collective works with the executive team to define the culture required to achieve their business objectives. This includes identifying which norms are helping performance, which are limiting progress, and what behaviors must shift to support future goals. The output is not just insight — it is a clear, actionable roadmap for intentional culture change.