Culture Pulse workplace culture assessment
See where teammates align and differ across six dimensions of workplace culture. Help leaders clarify expectations about decisions, processes, and how people work together.
The 2026 Leadership Coaching and Mentoring Playbook
Improve leadership performance, strengthen the leadership pipeline, and build a coaching culture that drives results.
What you get in this playbook:
- Practical coaching tips, exercises for team meetings
- How teams scale coaching impact
- Examples of how high-performing orgs use assessments
Download the playbook
THE CLOVERLEAF DIFFERENCE
Why use Culture Pulse with Cloverleaf
Bring individual responses together so leaders can see shared patterns, explore differences, and discuss expectations with their teams.
See team patterns
View teammates’ results across all six dimensions to identify common approaches and differences worth discussing.
Compare perspectives
Explore where a leader’s results differ from their team’s, then discuss expectations about decisions, feedback, and priorities.
Connect insights
View Culture Pulse alongside DISC, Enneagram, and other assessment results to explore how workplace expectations relate to individual working styles.
In the flow of work
Personalized coaching to help teammates navigate different expectations when giving feedback, sharing responsibilities, and working through conflict.
It's incredible how this platform understands my work style and motivates me to strive for better collaboration and personal growth."
- LIEW Sookmun,
Employer Branding Manager, APAC, BASF
The six dimensions of workplace culture
Culture Pulse maps individual responses across six dimensions adapted from Geert Hofstede’s organizational culture research. Each dimension appears on a spectrum, helping leaders see shared patterns and differences to explore with their teams.
Means Oriented ↔ Goal Oriented
Organizational Effectiveness
Do you focus on purpose and process or outcomes and achievement?
Internal Focus ↔ External Focus
Audience Orientation
Are your team’s decisions guided more by internal alignment or market demands?
Loose Structure ↔ Tight Structure
Organizational Control
Do team members thrive on flexibility or need well-defined rules and roles?
Individual Identity ↔ Collective Identity
Group Identity
Is the culture about personal ownership or shared responsibility?
Reserved ↔ Expressive
Personal Approachability
How openly do team members share opinions, ideas, or feedback?
Support Driven ↔ Performance Driven
Management Philosophy
Do managers focus more on nurturing people or driving toward goals?
Neither end of a Culture Pulse spectrum is inherently better. Shared results and differences give teams a starting point for discussing what supports their work and what needs attention.
- Compare expectations. Discuss where teammates agree or differ on decisions, processes, and management.
- Explore friction. Use results alongside specific situations to understand where expectations may be contributing to conflict.
- Agree on changes. Decide what to clarify or adjust, such as decision ownership, feedback expectations, or how progress is reviewed.
How to start using Culture Pulse with Cloverleaf
1
Set up your team
Invite employees and choose their assessments.
2
Take the assessment
See each person’s top strengths in one team view.
3
Get personalized coaching
Coaching to help teammates navigate different expectations about work.
When to use Culture Pulse with teams
A new leader joins
Help a leader understand the team’s expectations and discuss how they’ll approach decisions, feedback, and performance together.
After a merger or reorganization
Help employees from different teams discuss their working expectations and agree on how they’ll make decisions, communicate, and share responsibilities.
Functions struggle to collaborate
Explore differences between teams that depend on each other. Use the results to discuss handoffs, priorities, and decision ownership.
New processes are introduced
Help teams discuss expectations around a new process, clarify responsibilities, and agree on how they’ll use it.
Cloverleaf allows our leaders, our directors, our vice presidents… to truly know what drives and motivates our people."
- Kevin Mills,
Vice President, Organizational Development
Clarify expectations for decisions and communication
Use Culture Pulse results to discuss expectations people may not have expressed:
- Who makes which decisions
- How priorities are set and reviewed
- When to involve other teammates
- How feedback is shared
- How to raise and address conflict
The research behind Culture Pulse
Culture Pulse adapts six dimensions from Geert Hofstede’s research on organizational culture. The original study compared workplace practices across 20 organizational units in Denmark and the Netherlands.Cloverleaf uses these dimensions to organize assessment responses, helping leaders explore differences in team expectations around management, decisions, and communication.
Use Culture Pulse for planning and leadership development
Bring team results into planning sessions, manager development, and conversations about recurring conflict.
Align strategic planning
Discuss how teammates approach goals and processes. Use those insights to clarify priorities, decision ownership, and how progress will be reviewed.
Develop managers
Help managers explore differences between their approach and team expectations, then identify adjustments to feedback, support, and performance conversations.
Improve culture
Use results to explore different expectations behind recurring friction. Discuss where handoffs, responsibilities, or communication need clarification.