Our Tools

Denison Organisational Culture Assessments

Through our use of the Denison Organisational Culture Survey and Denison Leadership Development Survey we help clients form an honest picture of their current organisational culture and the role of business leaders in supporting that culture.

The surveys are based on the work of Dr. Daniel Denison, a leading international researcher into the link between organisational culture and bottom-line performance measures such as Return on Investment, Return on Assets, Quality, Innovation, Market Share and Employee and Customer Satisfaction.

Unlike traditional employee satisfaction or corporate culture surveys, the Denison Organisational Culture Survey leverages a well-researched and fully validated model of organisational culture.

Having been used by thousands of organisations globally, the Denison Organisational Culture Survey and Denison Leadership Development Survey have a track record of supporting organisations to achieve tangible improvements in business performance.

Through the survey results, and the analysis that follows, organisations are able to align culture and leadership, identify the specific areas of strength and weakness, and prioritise the key steps in the cultural change process.

Rutherford Gender Cultural Audit Survey

The Rutherford Gender Cultural Audit Survey is the most comprehensive and accessible gender culture audit on the market. Available in Australia exclusively through Leed Consulting, the survey was designed by Dr Sarah Rutherford, a leading researcher and practitioner in the field of gender diversity. Based on years of academic and commercial research, the survey has been used with outstanding results in a range of blue-chip multinationals, including Deutsche Bank, Shell and BP.

Delivered securely through an online platform, the Rutherford Survey provides invaluable data about how employees experience and perceive their workplace, ensuring that organisations target and prioritise interventions where they are needed most.

The audit can then be used as an internal benchmark to check progress.

We now understand that cultural factors are the primary reason that gender inequalities persist in organisations. The Rutherford survey aims to operationalise the often intangible concept of culture and examine the key areas that impact on the ‘genderedness’ of an organisations culture.

The survey is divided into six clear sections that are key areas for gender; Gender Awareness, Management Style and Communication, Career Progression, Work/Life, Informal Socialising, and Behaviours and Attitudes.

Psynapse Unconscious Cognition Assessments

Psynapse Unconscious Cognition Assessments

Unconscious thinking processes are activated extremely rapidly, within milliseconds. Any longer than that, and we have started thinking consciously. So survey or self-report assessments cannot actually measure unconscious thinking processes. Unlike traditional questionnaire or survey-based methods, Psynapse assessments are based on association tests - the only scientifically validated method for assessing unconscious cognitive processes.

Unconscious bias is a major obstacle to achieving greater diversity in organisations. Validated and accurate diagnostics of personal and organisational levels of

unconscious bias are critical to overcoming the barriers to greater  diversity and providing a clear, evidence-based strategy for unconscious bias change.

Psynapse assessments can help organisations and individuals identify the unconscious dynamics that lie beneath interpersonal attitudes, bias and stereotypes, personality traits, and values. Uncovering these unconscious elements of thinking and behaviour can remove some of the most stubborn obstacles to combatting unconscious bias, and revealing unconscious hidden potential.


Hogan Assessments

Drs. Joyce and Robert Hogan were the first to prove that personality predicts workplace performance by helping businesses dramatically reduce turnover and increase productivity by hiring the right people, developing key talent, and evaluating leadership potential. Twenty-five years later, Hogan assessments are used by some of the most powerful companies in the world.

The Hogan Personality Inventory (HPI) describes normal, or the ‘bright-side’ of personality, while the Hogan Development Survey (HDS) describes the ‘dark side’ of personality, those qualities that emerge in times of increased stress or pressure.

The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside, exploring an individuals core goals, values and drivers. The Hogan Business Reasoning Inventory (HBRI) describes reasoning style and helps individuals understand their tactical and strategic reasoning strengths and weaknesses.

Finally the Hogan 360 is a diagnostic tool that provides multi-rater feedback in 14 key areas. The tool uses an easy-to-interpret leadership framework to provide a real-time look at an individual’s attitude, behaviour, and performance.

R2 Strengths Profiler

Identifying, developing and harnessing an individual’s strength is a critical component of developing and maintaining resiliency and high performance. R2 is the only strengths test that assesses individual strengths, weaknesses and learned behaviours across three dimensions: performance, use and energy. Regarded as a leading positive psychology tool, R2 enables individuals and teams to identify their strengths, learn how to manage weaknesses, and develop ‘unrealised strengths’. The outcomes for those involved include increased workplace effectiveness, satisfaction and resilience.

R2 can be used in a wide range of settings to:

  • Increase self-awareness
  • Inform career development
  • Improve performance through aligning strengths to goals and objectives
  • Build trust and improve team working through shared language and goals
  • Support organisational change