Discuss your culture prioritiesThe UGRs® Stock Take
You cannot transform
a culture you cannot see.
Reveal how culture is actually experienced—and the Unwritten Ground Rules influencing performance, engagement, safety and change.
Discuss your culture prioritiesA different kind of culture measurement
The real culture,
in people’s own words.
The UGRs Stock Take is Steve Simpson and Stef du Plessis’s evidence-led way to reveal the prevailing culture before transformation begins.
Rather than forcing every organisation into the same generic template, it begins with the cultural attributes your strategy and future success require. Carefully designed sentence starters then invite people to describe their experience in their own words.
The resulting scores and employee language reveal the Unwritten Ground Rules—UGRs—that influence everyday behaviour, decisions and results.
Designed around your success
Measure what matters
to your organisation.
Most culture tools begin with a predetermined questionnaire. The UGRs Stock Take begins with what your organisation needs its culture to enable.
A diagnostic shaped around your strategic priorities.
From experience to action
A report is only
part of the journey.
The Stock Take converts lived experience into leadership intelligence, shared understanding and practical action.
Listen
People describe how work really happens—in their own words.
Reveal
Shared perceptions and Unwritten Ground Rules become visible.
Make sense
Scores, employee language, strengths and priority signals are connected.
Debrief
Steve or Stef helps leaders test the meaning and challenge assumptions.
Act
Leaders agree what to protect, what to change and what happens next.
Expert interpretation—not an automated hand-off
A report does not
transform culture.
Every Stock Take is followed by a leadership-team debrief personally guided by Steve Simpson or Stef du Plessis. Together, leaders test the meaning of the evidence, challenge assumptions and identify the priorities with the greatest potential impact.
- Understand what the findings mean in your context
- Agree what to protect, what to challenge and what to change
- Leave with clear priorities and practical next steps
The intelligence is interpreted with you—not simply delivered to you.
Illustrative—not client data
See the intelligence
leaders receive.
Two complementary reports keep employee meaning visible alongside the numbers. The leadership debrief then tests the interpretation and identifies where action will have the greatest leverage.
- UGRs Stock Take reportScores and employee comments against tailored lead-ins.
- Culture Intelligence Sensemaking ReportPatterns, inferred UGRs, strengths and priority signals.
- Leadership debriefGuided interpretation, challenge and agreed next steps.
Culture intelligencePriority signals
Around here, when someone raises a difficult issue…
42%positive experience
“It depends on who is in the room and how much pressure we are under.”
Possible UGRAround here, caution is safer than candour.
What leaders can begin to see
The patterns beneath
organisational performance.
Every Stock Take is tailored. Depending on the organisation’s priorities, leaders may examine conditions such as these.
Accountability
What really happens when commitments are made—or missed.
Trust and openness
Where people speak candidly, where they hold back and why.
Decision-making
How decisions are made in practice and where progress becomes difficult.
Collaboration
What enables work across boundaries—and what creates friction.
Change
How new ideas and strategic change are received under everyday pressure.
Performance
The cultural conditions that enable delivery—and those that constrain it.
Evidence of measurable culture change
Different organisations.
Visible movement.
Every measure improved.
11/11Positive movement across empowerment, accountability and openness to new ideas.
View the evidence ↗Trust began to recover.
7/7Every measure improved following a period of leadership and governance turbulence.
View the evidence ↗Commitments became real.
27% → 78%All six measures improved, led by a dramatic rise in people keeping commitments.
View the evidence ↗A confidential first conversation
What might your culture
be teaching people?
Discuss what a tailored UGRs Stock Take could reveal in your organisation. Your conversation will be directly with Steve Simpson or Stef du Plessis.
Discuss your culture prioritiesOr try the individual UGRs Exposure Check →Privacy notice
Information submitted through this website is used only to provide requested resources, respond to enquiries and improve understanding of broad Exposure Check patterns. Exposure Check answers are stored separately from optional contact details and are not presented as an organisational diagnosis. Information is not sold or used for unrelated marketing. You may request access to, correction of or deletion of your contact details by emailing steve@ugrs.net.
We use Google Analytics to understand general website traffic and improve the site. Google may place analytics cookies in your browser. Analytics can be disabled at any time using the control below.