Transform Your Organisational Culture through Data-Driven Insights

The Care and Growth diagnostic approach acknowledges organisations as communities of people collaborating to achieve shared goals.

We analyse the organisation’s culture using diagnostic tools, including collaboration patterns, decision-making autonomy, leader-subordinate dynamics, and potential barriers. This helps us identify areas for improvement in creating a supportive and growth-oriented environment.

Partner with us and gain the knowledge you need to make informed decisions and catalyse positive transformation.

Benefits of our Diagnostics Service

When you choose Schuitema Group's diagnostic services, you gain access to a wealth of benefits tailored to your organisation's needs:

Uncover Patterns of Alliance

Our diagnostics unveil the intricate web of alliances within your organisation, identifying the most influential individuals who shape its dynamics, the bridges between functions, the leadership pipeline and disengaged outliers.

Assess Servant Leadership

We evaluate the degree of servant leadership exhibited by individual leaders, shedding light on their impact on the organisation’s culture and success.

Identify Group Trends

Our diagnostics reveal valuable insights into trends among leaders, teams, or departments, allowing you to address areas for improvement or leverage strengths.

Understand Employee Climate

By comprehending the climate of employee opinion and its narratives, you gain a pragmatic view of who needs to be aligned with leadership and what can be done to get them on board.

Evaluate Empowering Systems

Our diagnostics assess how your organisational systems and processes empower or hinder productivity, collaboration, and growth.

Measure Employee Engagement

We measure the level of employee engagement and its alignment with the objectives set by executive leadership, offering valuable guidance on fostering motivation and commitment.

Overview of our Diagnostic Services

Our suite of diagnostic services encompasses various assessments and surveys, providing a comprehensive view of your organisation’s dynamics:

Leadership Dipstick:

this is a short survey to get a quick look into the leader’s behaviour – very popular for coaching purposes (before coaching, do a leadership dipstick to identify gaps. 

Custom Assessments/Surveys:

Custom design assessments to look at specific variables to gauge the leadership effectiveness and performance across your organisation through insightful assessments and surveys.

Individual Care and Growth Assessments/Surveys/Reports (Leadership and Peer Surveys):

Our tried and tested Leadership and Peer assessments or surveys – measure a leader/peer against the Care and Growth criteria. It’s a mirror for a leader or a peer to see how their direct reports or peers perceive them.

360 Assessments:

Evaluate leadership competencies from multiple perspectives, uncovering blind spots and guiding leadership development initiatives.

Climate Survey:

Assess the overall organisational climate, including measuring employee sentiments, identifying areas of improvement or celebration, determining employee attitudes towards the establishment, understanding their sources of information, and identifying individuals they turn to for work-related or personal issues.

Organisational Diagnostics:

Employ a holistic approach to diagnose your organisation’s overall health and performance, identifying gaps and opportunities for improvement. Gain a deep understanding of your organisation’s culture, values, and beliefs, enabling alignment and strategic cultural transformation. It can include assessing systems and processes, leadership gaps, team collaboration and trust within the organisation.

Intendum (Organisational Network Analysis):

Uncover the invisible network of relationships and information flow within your organisation, providing critical insights for collaboration and innovation. This survey is being conducted to understand and gain insight into the existing collaboration and connectivity among the management.

Leadership Diagnostics:

Diagnostic methodology diagnoses leadership accountabilities throughout the hierarchy behind specific performance exceptions/issues. Is used in support of broader diagnostic initiatives and can be used by leaders as a leadership tool to empower the hierarchy. 


An organisation succeeds when it is good at making a valuable contribution to the market. Another way of expressing this idea is that an organisation succeeds when it is good at offering a valuable service to people. The question all organisations must face then is how to ensure that their service/contribution is valuable to people/the market. 

Effective leadership requires a fundamental shift in the traditional approach to management and has a critical effect on team excellence. The original research conducted by Etsko Schuitema, in the 1980s, demonstrated that effective leadership is essentially tied up with the issue of employee trust in management.

Organisations can be described as a team sport in which there is a task that needs to get done and this task is passed around between members of a team or between teams within an organisation. Fundamentally, each interaction of passing the task between team members can have one of two characters: it can either be fundamentally competitive, or it can be fundamentally cooperative/collaborative. 

People are significant on the basis of their contribution; the value that they add to others during their lifetime. They are significant for what they put in, not for what they get out. Being here to give or to serve is, therefore, the core criterion which accounts for excellence in any individual. When people have cracked the code of appropriate contribution, they realise the best in themselves and come to be able to live their greater lives.


What is organisational diagnostics?

Organisational diagnostics involves various potential assessment tools and methodologies depending on the context of an organisation’s culture, leadership effectiveness, collaboration dynamics, and overall climate. What tools and assessments are used will ultimately depend on the context and the question that drives the investigation. Organisational diagnostics provide valuable insights into the organisation’s current state and serve as a foundation for positive change and improvement.

Who needs organisational diagnostics?

Organisational diagnostics benefit CEOs, HR professionals, organisational development experts, senior/executive teams, and learning and development professionals who strive to understand their organisation better and effect meaningful change. It is also valuable for any individual or department seeking feedback on their leadership style, collaboration, and how they are perceived within the organisation.

How do organisational diagnostics work?

Organisational diagnostics involves using various assessment methods, surveys, and tools to gather data and insights. These include leadership assessments, peer surveys, climate surveys, culture surveys, and organisational network analysis. Data is collected, analysed, and interpreted to identify strengths, challenges, and opportunities for improvement. The findings inform strategic decisions and action plans to enhance organisational culture, leadership effectiveness, and overall performance.

What are the benefits of organisational diagnostics?

Organisational diagnostics offer several benefits, including:

  • A clear understanding of the organisation’s cultural fabric and dynamics
  • Identification of areas for improvement and opportunities for growth
  • Enhanced collaboration and communication within teams and departments
  • Evaluation of leadership effectiveness and development of targeted strategies
  • Alignment of organisational systems and processes to empower employees
  • Measurement of employee engagement and alignment with organisational objectives
  • Creation of a positive work environment that fosters well-being and productivity

What is Care and Growth leadership?

Care and Growth leadership is a leadership philosophy and approach that emphasises the leader’s role as a servant to others, prioritising their needs, growth, and well-being. Care and Growth cultivate sincere care for individuals in their teams and focus on supporting and empowering them, promoting collaboration, and fostering a culture of trust and respect. They prioritise the success of others and aim to create a positive impact on individuals and the organisation as a whole.


We have bases in Africa, Asia, Europe & North America

Contact us to speak to a consultant

+27 (0) 11 867 0587

+92 42 3570 1456

+46 73 043 56 82