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IS YOUR CULTURE AN ASSET OR AN ANCHOR?

Let’s be honest. In business, we obsess over strategy, metrics, and market share. It’s what we’re taught to do. But what if I told you the single greatest predictor of your success isn’t your business plan? It’s your Culture.

LET'S GET STARTED...

A CAPTAIN'S PRIMER:
Why Your Culture is Everything

After years of leading teams both on land and at sea, I've found a constructive way to understand an organization's culture is to think of it as a ship on a great voyage. Just as a ship is more than wood and canvas, a company is more than its products and balance sheets. A ship’s true power comes from the unified goals and synchronized spirit of its crew. In the same way, a company’s true power comes from its Culture.

It's this spirit that transforms a mere business into a living entity with a purpose, ensuring every action is synchronized toward a common goal and creating a resilient vessel that feels alive and powerful.

A toxic culture? It’s a disease within the crew - whether on land or at sea. It breeds mistrust and works against the ship's purpose, turning the vessel back into a lifeless collection of planks and canvas, adrift and vulnerable. Because in business, as in sailing, a storm is not a matter of if, but when. To truly be prepared to navigate any storm you find on the horizon, you must understand the condition of both your crew and your vessel.

So, climb aboard. Let's walk the deck together, from stem to stern, and find out just how seaworthy this ship really is.Manny's Signature

VISION

THE NORTH STAR

Every great endeavor begins with a Vision. Imagine the great explorers setting out to find a new world. They couldn't simply say, "I need some money for a boat.

They had to paint an enticing picture of a hidden continent or a new trade route. They had to tell a compelling story that inspired patrons to fund them and a brave crew to sign on for a dangerous voyage.

That destination on the map? That's your Vision. It’s the "why" that makes people want to join your ship and stay on board through both calm seas and rough waters.

VISION

THE NORTH STAR

Every great endeavor begins with a Vision. Imagine the great explorers setting out to find a new world. They couldn't simply say, "I need some money for a boat.

They had to paint an enticing picture of a hidden continent or a new trade route. They had to tell a compelling story that inspired patrons to fund them and a brave crew to sign on for a dangerous voyage.

That destination on the map? That's your Vision. It’s the "why" that makes people want to join your ship and stay on board through both calm seas and rough waters.

MISSION

THE DAILY VOYAGE

With the destination set, the crew must then embark on their Mission.

This is the voyage—the relentless work of trimming the sails, checking the charts, and ensuring every oar in the water pulls in the same direction.

The Mission provides focus and clarity, answering the crew's daily question: "What must we do today to move closer to our destination?"

Without a clear Mission, a ship is just a floating vessel; with one, it becomes a powerful force of purpose.

“A ship can look strong in a calm harbor, but its true seaworthiness is only revealed in a storm.”

VALUES

THE CAPTAIN’S CODE

With the destination set, the crew must then embark on their Mission.

Every successful ship, whether a naval vessel or a pirate ship, operated under a strict code of Values.

This Captain's Code defined how the crew treated each other, how challenges were faced, and what happened to those who broke the rules. It was the source of order and trust in a chaotic environment.

Your Values are this code. They determine:

  • Who gets on the ship
  • Who doesn’t
  • Who gets to stay
  • Who must be put ashore

Answering the question: "How must we behave on this voyage?"

VALUES

THE CAPTAIN’S CODE

With the destination set, the crew must then embark on their Mission.

Every successful ship, whether a naval vessel or a pirate ship, operated under a strict code of Values.

This Captain's Code defined how the crew treated each other, how challenges were faced, and what happened to those who broke the rules. It was the source of order and trust in a chaotic environment.

Your Values are this code. They determine:

  • Who gets on the ship
  • Who doesn’t
  • Who gets to stay
  • Who must be put ashore

Answering the question: "How must we behave on this voyage?"

HUMAN
ELEMENT

THE CREW

Finally, a ship is nothing without its Human Element.

An explorer setting out for the arctic needs a different crew than a merchant sailing the calm Mediterranean. You can't just hire warm bodies to row the oars; you need the right people with the right character to endure the specific challenges of your voyage.

The Human Element is about defining and finding the specific crew that belongs on your ship, answering the critical question:, "Who belongs on this journey?"

THE FOUR CORNERSTONES OF CULTURE™

These are the Four Cornerstones of Culture™, the framework this assessment is built upon.

01

Vision (The North Star)

Your compelling destination that inspires the journey.

02

Mission (The Daily Voyage)

The daily work and focus required to sail in that direction.

03

Values (The Captain's Code)

The non-negotiable code of conduct for everyone on board.

04

Human Element (The Crew)

The right people who belong on your ship for this specific voyage.

THE CULTURE HEALTH & TOXICITY ASSESSMENT

A ship can look strong and steady in a calm harbor, but its true seaworthiness is only revealed in a storm. It’s the same with your company's culture.

Let's be clear: this assessment is not a test with a "score," but a diagnostic tool—a sounding of your organization's hull. Its purpose is to help you identify the hidden cracks, slow leaks, and deeper structural issues before you find yourself in rough seas.

So, let’s get to it. Answer each question with an honest, gut-level reflection. Where does your organization truly stand?

Preparing for Your Voyage: How to Use This Tool

Be Honest, Not Aspirational. This is the hardest part. You have to rate your company as it is today, not as you wish it were. An accurate chart is essential for navigation.

Involve Your Leadership Team. The most valuable insights emerge when your entire leadership team completes this assessment independently and then compares their charts. Where do perceptions align? More importantly, where do they differ?

Focus on Patterns, Not Scores. The final tally is less important than the patterns you uncover. Are all your 'leaks' in one specific Cornerstone? That's your starting point.

Take The Culture Assessment Back To Your Team?

Click here to get your own full-length full-color copy to take back to your team.

Get Your Copy Today!

Take The Culture Assessment Back To Your Team?

Click here to get your own full-length full-color copy to take back to your team.

Get Your Copy Today!

THE RATING SCALE 
HOW SEAWORTHY IS YOUR SHIP?

For each statement, choose the rating that best describes your current reality.

05 ★ ★ ★ ★ ★

Shipshape & Sailing

An area of strength. We are fully aligned and moving with purpose.

04 ★ ★ ★ ★

Seaworthy but Leaking

Generally solid, but with noticeable inconsistencies and problems that need patching.

03 ★ ★ ★

Adrift & Taking on Water

A significant problem. We lack clear direction AND our integrity in this area is compromised.

02 ★ ★

In a Storm & Lost Compass Direction

A state of high alert. External pressures and a lack of internal direction are creating a dangerous and volatile situation.

01 ★

Sinking / Mutiny

A state of active crisis. Total failure in this area is imminent or already happening.

CORNERSTONE I

VISION The North Star

This is your ultimate destination. Does everyone on board know where the ship is headed and why?

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

CLARITY OF DESTINATION

Any employee, from the engine room to the
bridge, can clearly articulate the company's
ultimate purpose beyond just "making money."

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

LEADERSHIP BY COMPASS

When faced with a difficult decision, leaders
reference the Vision to determine the correct
path forward.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

INSPIRATIONAL POWER

Talking about the company's long-term Vision
genuinely excites and motivates the team,
rather than being met with cynicism or shrugs.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

CUSTOMER-CENTRIC PURPOSE

The Vision is clearly defined by the unique and positive impact we deliver to our clients and the community we serve.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

SHARED FUTURE

There is a clear and compelling picture of what success looks like for the company in the next 3-5 years that people can rally behind.

CORNERSTONE I

VISION The North Star

This is your ultimate destination. Does everyone on board know where the ship is headed and why?

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

CLARITY OF DESTINATION

Any employee, from the engine room to the
bridge, can clearly articulate the company's
ultimate purpose beyond just "making money."

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

LEADERSHIP BY COMPASS

When faced with a difficult decision, leaders
reference the Vision to determine the correct
path forward.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

INSPIRATIONAL POWER

Talking about the company's long-term Vision
genuinely excites and motivates the team,
rather than being met with cynicism or shrugs.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

CUSTOMER-CENTRIC PURPOSE

The Vision is clearly defined by the unique and positive impact we deliver to our clients and the community we serve.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

SHARED FUTURE

There is a clear and compelling picture of what success looks like for the company in the next 3-5 years that people can rally behind.

CORNERSTONE II

MISSION The Daily Voyage

This is the daily work of sailing the ship. Are the crew's efforts focused and unified?

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

A COHESIVE CREW

Teams and departments collaborate effectively toward common goals, rather than competing or protecting their own turf.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

PURPOSEFUL WORK

Day-to-day tasks feel connected to the company's larger purpose, preventing a "just a job" mentality.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

OWNERSHIP & ACCOUNTABILITY

A culture of personal ownership is the norm; finger-pointing and blame-shifting are rare.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

EMPOWERMENT & AGILITY

Team members are empowered to make decisions within their roles, allowing the organization to be agile and responsive without excessive bureaucracy.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

PROACTIVE VS. REACTIVE

The general mood is one of forward momentum and progress, not a constant state of putting out fires.

CORNERSTONE II

MISSION The Daily Voyage

This is the daily work of sailing the ship. Are the crew's efforts focused and unified?

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

A COHESIVE CREW

Teams and departments collaborate effectively toward common goals, rather than competing or protecting their own turf.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

PURPOSEFUL WORK

Day-to-day tasks feel connected to the company's larger purpose, preventing a "just a job" mentality.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

OWNERSHIP & ACCOUNTABILITY

A culture of personal ownership is the norm; finger-pointing and blame-shifting are rare.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

EMPOWERMENT & AGILITY

Team members are empowered to make decisions within their roles, allowing the organization to be agile and responsive without excessive bureaucracy.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

PROACTIVE VS. REACTIVE

The general mood is one of forward momentum and progress, not a constant state of putting out fires.

CORNERSTONE III

VALUES The Captain's Code

This is the code of conduct on your ship. How do people treat each other, and what behaviors are truly rewarded?

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

THE CODE IS WRITTEN

Your core values are explicitly defined, written down, and known throughout the crew.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

CHAMPIONS ARE CELEBRATED

People who actively champion the company's values and energize their peers are publicly recognized and celebrated, regardless of their role.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

THE "BRILLIANT JERK" TEST

A high-performing employee who violates the company's values would be corrected or removed, not tolerated for their results.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

UNWRITTEN RULES

The "unwritten rules" of how things really get done are the same as the official, stated values. There is no hypocrisy.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

CHARACTER OVER CREDENTIALS

When describing an ideal employee, leaders naturally talk about their character, integrity, and passion first, not just their skills.

CORNERSTONE III

VALUES The Captain's Code

This is the code of conduct on your ship. How do people treat each other, and what behaviors are truly rewarded?

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

THE CODE IS WRITTEN

Your core values are explicitly defined, written down, and known throughout the crew.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

CHAMPIONS ARE CELEBRATED

People who actively champion the company's values and energize their peers are publicly recognized and celebrated, regardless of their role.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

THE "BRILLIANT JERK" TEST

A high-performing employee who violates the company's values would be corrected or removed, not tolerated for their results.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

UNWRITTEN RULES

The "unwritten rules" of how things really get done are the same as the official, stated values. There is no hypocrisy.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

CHARACTER OVER CREDENTIALS

When describing an ideal employee, leaders naturally talk about their character, integrity, and passion first, not just their skills.

CORNERSTONE IV

THE HUMAN ELEMENT The Crew

This is about who you bring on board, who you keep, and how they thrive.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

ENGAGEMENT VS. "SILENT QUITTING"

The crew is generally energized and performing with discretionary effort, with little evidence of "silent quitting" (people doing the bare minimum).

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

PSYCHOLOGICAL SAFETY

People feel safe to respectfully challenge an idea or voice a concern to leadership without fear of retribution.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

GOOD PEOPLE STAY

Your most talented and values-aligned employees see a clear path for growth and rarely leave.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

THE EXIT INTERVIEW

When a key person does leave, is the internal reaction one of genuine disappointment, or a quiet sense of relief? (Honest answer)

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

HIRING FILTER

Your hiring process screens for cultural alignment and character as rigorously as it screens for technical skills.

CORNERSTONE IV

THE HUMAN ELEMENT The Crew

This is about who you bring on board, who you keep, and how they thrive.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

ENGAGEMENT VS. "SILENT QUITTING"

The crew is generally energized and performing with discretionary effort, with little evidence of "silent quitting" (people doing the bare minimum).

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

PSYCHOLOGICAL SAFETY

People feel safe to respectfully challenge an idea or voice a concern to leadership without fear of retribution.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

GOOD PEOPLE STAY

Your most talented and values-aligned employees see a clear path for growth and rarely leave.

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

THE EXIT INTERVIEW

When a key person does leave, is the internal reaction one of genuine disappointment, or a quiet sense of relief? (Honest answer)

1    2    3    4    5
▢   ▢   ▢   ▢   ▢

HIRING FILTER

Your hiring process screens for cultural alignment and character as rigorously as it screens for technical skills.

Interpreting Your Results and Charting Your Course Forward

This isn't about a final score. It’s about understanding the real condition of your ship. Your ratings point to a clear heading for what you must do next.

“This work is not a one-time fix; it is the constant, vital work of leadership. A captain does not simply set a course and then go to sleep.”

Take The Culture Assessment Back To Your Team?

Click here to get your own full-length full-color copy to take back to your team.

Get Your Copy Today!

Take The Culture Assessment Back To Your Team?

Click here to get your own full-length full-color copy to take back to your team.

Get Your Copy Today!

Mostly 5's

Shipshape & Sailing

Your culture is a powerful asset. The ship is strong, the crew is aligned, and your organization operates like a living entity with powerful momentum. But the greatest danger now is complacency.

What to do next:

Publicly Reinforce: Celebrate the people and teams who embody your culture. Make their behaviors the benchmark for everyone else.

Stay Vigilant: Use this assessment quarterly or semi-annually as a preventative maintenance check. Watch for any dips in the ratings.

Empower Your Crew: Trust your "culture champions" at all levels to be the lookouts, spotting and addressing minor issues before they become real problems.

Your challenge is to maintain excellence. Let's talk about how to lock in these gains and build leadership systems that ensure this powerful culture outlasts any single person on the team.

Mostly 5's

Shipshape & Sailing

Your culture is a powerful asset. The ship is strong, the crew is aligned, and your organization operates like a living entity with powerful momentum. But the greatest danger now is complacency.

What to do next:

Publicly Reinforce: Celebrate the people and teams who embody your culture. Make their behaviors the benchmark for everyone else.

Stay Vigilant: Use this assessment quarterly or semi-annually as a preventative maintenance check. Watch for any dips in the ratings.

Empower Your Crew: Trust your "culture champions" at all levels to be the lookouts, spotting and addressing minor issues before they become real problems.

Your challenge is to maintain excellence. Let's talk about how to lock in these gains and build leadership systems that ensure this powerful culture outlasts any single person on the team.

Mostly 4's

Seaworthy but Leaking

So, your ship's hull is sound, but you've got leaks. While your crew's still got the spirit, these inconsistencies? They're frustrating, and they're slowing your progress, preventing the vessel from reaching its full potential as a living entity. The biggest risk is losing your best people, who get tired of bailing water.

What to do next:

Prioritize Your Repairs: Identify the 2-3 questions with the lowest scores. This is your immediate action list.

Close the "Say/Do" Gap: Your primary focus must be on consistency. Ensure the values you praise in meetings are the same ones you reward in practice.

Address the "Brilliant Jerk": If you have a high-performer who is poisoning the well, they are likely your biggest leak. The crew is watching.

These leaks are manageable, but they won't fix themselves. Let's create a clear action plan to patch the holes and strengthen your hull for the next voyage.

Mostly 3's

Adrift & Taking on Water

This is a significant liability. Your organization is in danger of becoming a lifeless vessel, drifting at the mercy of the current. You lack clear direction AND your integrity is compromised, leaving you dangerously vulnerable.

What to do next:

Sound the Alarm (with Leadership): The first step is acknowledging the severity of the problem. Your leadership team must agree this is a top priority.

Find Your North Star: You must immediately clarify and recommit to your Vision. If the crew has no destination, they have no motivation to fix a damaged ship.

Show Decisive Leadership: Focus on one or two key repairs to show the crew you're serious. This often involves a hard decision about a process or person.

Your ship is in need of immediate repair and a clear course correction. The situation is serious, but it's not too late if you act decisively. Let's get to work.

Mostly 3's

Adrift & Taking on Water

This is a significant liability. Your organization is in danger of becoming a lifeless vessel, drifting at the mercy of the current. You lack clear direction AND your integrity is compromised, leaving you dangerously vulnerable.

What to do next:

Sound the Alarm (with Leadership): The first step is acknowledging the severity of the problem. Your leadership team must agree this is a top priority.

Find Your North Star: You must immediately clarify and recommit to your Vision. If the crew has no destination, they have no motivation to fix a damaged ship.

Show Decisive Leadership: Focus on one or two key repairs to show the crew you're serious. This often involves a hard decision about a process or person.

Your ship is in need of immediate repair and a clear course correction. The situation is serious, but it's not too late if you act decisively. Let's get to work.

Mostly 2's

In a Storm & Lost Compass Direction

This is a state of high alert. The crew's spirit is fractured, and the vessel is reacting like a lifeless collection of planks, being tossed by the waves rather than navigating through them. A lack of internal direction is meeting external pressure, creating a dangerous and volatile situation.

What to do next:

Steady the Helm: Your crew is likely confused and exhausted. They need calm, visible, and decisive leadership. Over-communicate with clarity and confidence.

Simplify the Mission: In a storm, complex maneuvers fail. Focus the entire crew on one or two immediate, critical objectives to get through the worst of it.

Find Your Bearings: The priority is to re-establish your "compass"—your Vision and core Values. All decisions must point in that direction to regain control.

Decisive leadership is required to find your North Star and calm the chaos. This is the time to bring in an experienced navigator to help you through the storm.

Mostly 1's

Sinking / Mutiny

This is a Code Red. Your culture is in a state of active crisis. The spirit of the crew has been extinguished, and the ship has reverted to a lifeless collection of planks and canvas on the verge of breaking apart. Radical intervention is required to prevent a total loss.

What to do next:

Get Out the Map: Your first, most critical act is to re-establish the Vision. Give the remaining loyal crew a destination—a reason to believe and fight.

State the Captain's Code: Immediately and publicly declare the non-negotiable Values of your vessel. This is your line in the sand.

Stop the Bleeding: You must deal with the primary sources of toxicity immediately and without hesitation. There is no room for second chances.

Your organization requires an emergency intervention. The normal rules of engagement no longer apply. Contact me now to discuss an immediate plan to salvage your vessel and crew.

Mostly 1's

Sinking / Mutiny

This is a Code Red. Your culture is in a state of active crisis. The spirit of the crew has been extinguished, and the ship has reverted to a lifeless collection of planks and canvas on the verge of breaking apart. Radical intervention is required to prevent a total loss.

What to do next:

Get Out the Map: Your first, most critical act is to re-establish the Vision. Give the remaining loyal crew a destination—a reason to believe and fight.

State the Captain's Code: Immediately and publicly declare the non-negotiable Values of your vessel. This is your line in the sand.

Stop the Bleeding: You must deal with the primary sources of toxicity immediately and without hesitation. There is no room for second chances.

Your organization requires an emergency intervention. The normal rules of engagement no longer apply. Contact me now to discuss an immediate plan to salvage your vessel and crew.

Your First Port of Call Start the Conversation

Regardless of your assessment's outcome—whether you're charting a course for excellence or planning an emergency intervention—every successful voyage begins with clear communication on the bridge. Your first action item is the same: Schedule a one-hour meeting with your leadership team.

The sole agenda for this meeting: Have each person share the one question from this assessment that gave them the most pause or concern. Your goal is not to solve anything yet. It is simply to listen and create a shared, honest understanding of your ship's current condition.

That conversation is your first, most important action.

Your First Port of Call Start the Conversation

Regardless of your assessment's outcome—whether you're charting a course for excellence or planning an emergency intervention—every successful voyage begins with clear communication on the bridge. Your first action item is the same: Schedule a one-hour meeting with your leadership team.

The sole agenda for this meeting: Have each person share the one question from this assessment that gave them the most pause or concern. Your goal is not to solve anything yet. It is simply to listen and create a shared, honest understanding of your ship's current condition.

That conversation is your first, most important action.

“Get the culture right, and massive success is possible. Get it wrong, and nothing less than the entire organization is at stake.”

Your Voyage Forward

Look, just completing this assessment is a huge first step. It takes real courage for a captain to look below the waterline and honestly evaluate the condition of their ship. You now have a clearer chart of your vessel's strengths and the leaks that require your immediate attention.

Remember, a resilient organization—a truly seaworthy ship—is always anchored by the Four Cornerstones of Culture™.

  • Your Vision is your North Star.
  • Your Mission is your daily heading
  • Your Values are your Captain's Code
  • Your Human Element is the crew that makes the entire voyage possible. 

The health of each one determines your readiness for the journey ahead.

This work is not a one-time fix; it is the constant, vital work of leadership. A captain does not simply set a course and then go to sleep. They are always on the bridge, trimming the sails, watching the weather, and ensuring the crew is ready for what lies over the horizon.

Cultivating your culture is the most important voyage you will ever lead.

It doesn't matter if your ship is in pristine condition or in need of serious repair. The journey forward begins today. It begins with the choices you make as a leader. You have the map. You have the compass.

“A toxic culture isn't just a bad boss; it’s an environment where the 'unwritten rules' have more power than the ones on the wall.”

Culture Health & Toxicity Assessment

Ready to Diagnose Your Culture?

Take the first step toward building a truly resilient organization.

Download our comprehensive Culture Health & Toxicity Assessment to gain an honest, in-depth understanding of your organization's strengths and vulnerabilities.

Get My Free Assessment

Culture Health & Toxicity Assessment

Ready to Diagnose Your Culture?

Take the first step toward building a truly resilient organization.

Download our comprehensive Culture Health & Toxicity Assessment to gain an honest, in-depth understanding of your organization's strengths and vulnerabilities.

Get My Free Assessment