Products are concrete and repeatable, you know exactly what you're buying. It starts with a diagnosis that finds your root cause, then the targeted programs that fix it. These aren't boxed programs: products are still customized to your organization, just far less bespoke than our services.
We have a fairly standard first engagement, the Verification assessment, and that standard engagement is a product. It's what produces the data we need to identify the problems that are actually holding you back.
Once the data names the problems, the lab is how we identify the solutions, testing, refining, and tailoring our frameworks against your real situation rather than reaching for something off a shelf.
Diagnostics · The OCEAN Suite
The OCEAN Suite, Organizational Culture Evaluations and Navigation, is a suite of diagnostic tools, not a staircase. Each level tells you whether to go deeper, so you never over-buy and never fly blind. "If you can't measure it, you can't manage it."
Most organizations think they already have data, an annual engagement survey, a score that ticks up or down a point. But a number you can't draw a line back to isn't insight, it's performative data collection. If a score drops a point, can you say why? If half your frontline team turned over since the last survey, what is it even measuring? Our diagnostics are built to replace performative data with the kind you can actually act on.
Short, honest self-checks that raise red, yellow, or green flags on a specific risk. Examples include Culture of Complacency, Presenteeism, and Toxic Workplace Culture. All free, on the site.
Browse the free tools →A guided 30-day engagement (prep, homework, and conversation between meetings) where we objectively score your normal practices.
The best first step at $8–10k: low commitment, high clarity. Its findings can also point a deeper Indicator assessment at exactly the right place, for faster, better output.
We run the assessment for you, examining policy, practice, and perception together, the three lenses most organizations can never line up on their own. Deeper, more intimate, and pointed squarely at the root cause.
Our most thorough diagnostic, for when the stakes and complexity are highest. A structured 3–6 month engagement ending in a clear action plan and recommendations.
The businesses we serve have the most success starting there. Thirty days, a plan, low commitment, high clarity: it's the smallest engagement that will reliably put you on the right path. Everything deeper is scoped from what it finds.
Interventions
Lack of recognition. Low motivation. The wrong skills in the wrong teams. Not enough accountability. The vast majority of organizations struggle with some mix of recognition, autonomy, mastery, and purpose, whatever else is going on. We have targeted programs built specifically for each.
There aren't three ways to show appreciation; there are seven. Equip managers to give timely, authentic, appreciable recognition the way each person actually receives it.
The six freedoms that let you give people real autonomy (and real accountability) without losing alignment. More responsibility for the team, less firefighting for the manager.
A behavioural-preference program that maps each person's natural strengths to their role on a strength-based team: the right strengths in the right seats, especially across hybrid and remote teams.
The eight internal motivators that give work meaning. Help managers connect daily work to what actually drives each person: the engine behind retention and attraction.
Each is a psychometric-based employee and team assessment program with blended training, facilitation, coaching, and implementation support. The data comes from assessing individuals, but it's delivered as management skill and competency development: how to recognize, motivate, and activate the specific people on your team.
The payoff: improved retention and attraction (the 8 Sparks of Purpose), better teamwork, collaboration and role delineation, stronger performance in hybrid and remote teams, and real team cohesion. People are seen and valued as individuals; managers finally understand the nuance of what makes each of them tick, backed by science, psychology, and proven application. These are usually delivered to the organizations we serve after a diagnostic identifies the gap, but each can be purchased as a standalone intervention when you already know you need it.
With our partners
We make the organization better for people. Our partners make the people within it better, so an engagement can wrap all the way around the problem. Each is a defined, branded offering.
A 12-month, holistic wraparound program that tunes two things at once: your leadership team (the drivers and crew) and your structures and processes. Delivered with experienced leadership coach and facilitator Jodee Bock, with proven success in medium-sized corporations ready to become an employer of choice.
jodeebock.com →Therapy for retailers. An employee-experience program built specifically for corporate retail, empowering district and store managers to deliver a better experience in corporate stores, driving higher retention, accountability, and progress against corporate goals. With Cato Creative. (Currently paused pending interest, not dead.)
catocreative.ca →A 12-month subscription combining curriculum-based leadership coaching with AI-supported facilitation, internal diagnostics, risk and workflow audits, process alignment, and financial controls. Phase 1 builds stability (our work); Phase 2 builds sustainability: leadership development, delegation, and team autonomy, led by Ange MacCabe's Whole Person Performance approach.
intuityperformance.com →Game Plan Success Consultants works with small businesses, founders, and family and leadership teams running the Entrepreneurial Operating System (people who've built something real and are honest enough to admit it isn't running the way it should). Our role: fill the gaps around people and culture, the people side of productivity inside an EOS implementation.
gameplan.ceo →Certifications
The fundamentals of the Workplace Culture Hierarchy and how to use it to strengthen relationships and build better cultures.
How to manage both the people and the process side of change, delivered to professionals across many organizations.
Are you an association or a larger employer looking to certify your staff or members? We book these as group cohorts.
Get a quote for certification training →