Corporate Identity Heatmap

Diagnostic tool for mapping organizational health

This is not a survey. It’s a mirror. And what you see in it is you – how you operate now, not how you want to.

What does this questionnaire measure?

The health of your organization’s identity in three critical dimensions:

Intercultural Matrix: how different cultures work together
Generational Time Loop: how generations communicate
Financial Stress & Wellness: how you manage financial security

What can you expect after completing it?

Within 24 hours, you will receive a personalized Corporate Identity Heatmap audit, with a visual illustration of where the breakpoints are in your organization and what can be done about them.

We guarantee that we will not share your answer with any third party, even in detail or anonymously!

Corporate Identity Heatmap

Calibrate Your Digital Mirror!

Before you enter the world of measurements, we need the baseline values of your system. The Heatmap is not a template: it is created based on your unique leadership identity and the cultural DNA of your company. Entering the data takes only 30 seconds, but this guarantees that the diagnosis is not just general noise, but a clear strategic signal. Your data is safe with us – sovereignty begins with trust.

Company name:

Industry / sector:

Company size (number of employees):

Respondent name:

Position / role:

Date of completion:

ZONE 1

Intercultural Matrix

Question 1: Decision-making meeting

Situation: Your management team sits down for a strategic decision-making meeting. The room is filled with a mix of people from different cultural backgrounds – for example, Maltese management, Nordic/Asian expats. What typically happens?

Choose the most similar one:

A: Everyone understands each other. Different communication styles are consciously managed, there is a cultural mediator or protocol to ensure that no one gets lost in translation. Decisions are clear and everyone knows what happened.

B: It works, but there are some awkward moments. Sometimes someone misunderstands the other, or a direct statement offends someone. But eventually it always gets resolved and decisions are made.

C: There is visible tension. One group feels that the other is “too slow” or “too direct”. Meetings drag on, decisions remain vague, and everyone interprets what happened differently afterwards.

D: Complete chaos. No one understands what is going on. Decisions are not made, or if they are, they are not implemented because everyone has a different understanding of what they mean. There are cultural breakdowns that are already hindering operations.

Question 2: Lunchroom / Common Spaces Test

Situation:

You walk into a lunchroom or common space – a café, a break room, or any informal place where people “don’t work”. What do you see?

Choose the most similar one:

A: Mixed groups. People of different nationalities, ages, positions eat lunch, have coffee, talk together. There are no invisible walls. People naturally mix.

B: Mostly they mix, but there are “regular tables”. People are not intentionally separated, but it is more comfortable to eat with the same people. It is not a problem, it is just natural.

C: Visible segregation. Expats at one table, locals at another. Or young people separately, older people separately. People are visibly locked into cliques.

D: Complete isolation. People eat alone, or only with their own micro-groups. The common spaces are cold, tense, no one seeks contact. They prefer to avoid each other.

Question 3: When a deadline slips

Situation: A project is delayed. This is a normal, everyday delay – not a disaster, but not ideal. What is the dominant reaction in your organization?

Choose the most similar one:

A: Constructive problem-solving. Everyone sits down, analyzes what happened, and looks for a solution. No scapegoating, no cultural friction. Just professional, calm handling.

B: There is some nervousness, but it is handled. Someone may be frustrated, but in the end everyone understands and works together to find a solution. There is no serious conflict.

C: Blame-finding begins. One side says “if only you had told me on time”, the other says “you are too slow”. Cultural or generational clichés come up: “expats don’t understand our pace” or “young people don’t take deadlines seriously”.

D: Complete breakdown. Yelling, blaming, or complete silence and passive aggression. Not only does the project slip, but people no longer want to work together. Cultural fractures are coming to the surface.

What happens now?

We will analyze your responses within 24 hours.

You will receive a personalized Corporate Identity Heatmap audit that includes:

A visual heatmap of your organization’s identity landscape
A precise diagnosis of your breaking points
Specific, actionable recommendations

Have you reserved your place yet?

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