MaturityMap
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The culture management platform · for in-house and consulting transformation leaders

The culture you need for the performance you want.

You know why the culture has to change. MaturityMap gives you the who, what, when, where, and how — a deep, proven methodology that turns culture from a feeling into a managed system, with shared language and the leadership behaviours that move it.

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Built by the practitioners at People Work Life · shaped in live consulting engagements
The culture problem

You can't understand culture from a survey. And you can't manage what you can't see.

A survey is not a diagnosis
Engagement scores tell you a mood, not a culture. They flatten the lived experience of your people into a single number — and they miss the leadership behaviours that actually move it.
Leadership isn't aligned on the destination
Everyone agrees the culture has to change. Nobody agrees on what 'good' looks like, which dimensions matter, or which behaviours their team should model first.
No shared map, no shared focus
Without a common language and a clear baseline, every workstream chases a different definition of progress. Effort fragments. The culture work stalls.
The methodology · by People Work Life

A deep, proven methodology — not another survey.

Wayfinder is the six-phase loop we've built and refined in live consulting engagements: setup, assessment, results, planning, implementation, reassessment. Mixed-method by design — surveys, interviews, observation, leadership behaviours — every phase gated, and every score traceable to the fieldwork behind it. The work is re-measurable because the method doesn't drift.

01
Setup
Configure the programme: methods, model, dimensions, sample, schedule.
See it
02
Assessment
Run the diagnostic — surveys, interviews, observation — across cohorts.
See it
03
Results
Score every dimension, validate the diagnosis, agree on the story.
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04
Planning
Translate findings into Now / Next / Later actions with named owners.
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05
Implementation
Track delivery, run pulse checks, surface blockers as they appear.
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06
Reassessment
Re-run the diagnostic against baseline. Quantify the shift. Plan the next loop.
See it
The models

Nine culture models. One shared methodology.

Every MaturityMap model uses the same six-phase loop, the same evidence chain, and the same leadership-behaviours layer. Pick the lens that matches the question — or run several side by side. The dimensions change. The discipline doesn't. Safety Culture, for example, scores six dimensions — from Authentic Leadership to Workforce Engagement — across five maturity bands, using up to seven evidence sources including a 60-question perception survey and a 20-element site-observation log.

EX Listening
How it actually feels to work here. Engagement, intent to stay, and the moments that shape both — across the full employee lifecycle.
CX Listening
How customers experience your brand at every touchpoint, and what's driving — or eroding — loyalty, advocacy, and lifetime value.
Safety Culture
How safety lives in daily decisions: leadership commitment, worker involvement, accountability, and how the organisation learns from events.
High Performance
The behaviours and conditions that turn capability into consistent results — clarity, accountability, focus, and the leadership rhythm behind them.
Health & Wellbeing
Psychological and physical wellbeing as a system, not a perk — how leadership behaviours and operating rhythms shape it day to day.
Inclusion
Belonging, voice, and equity, measured at the level of everyday lived experience — not as a survey score, but as a managed culture dimension.
Organisational Effectiveness
Strategy, structure, decision rights, and ways of working — does the operating model actually let people do the work the strategy implies?
On the Enterprise plan we also author bespoke models with you — your dimensions, ladders, and named leadership behaviours — run with the same Wayfinder discipline as the models above.See the methodology
The product

A clear view of where you are. A clear path to where you want to be.

One shared map. The dimensions that define your culture, scored and evidenced. The cohorts that are pulling away. The leadership behaviours that move each dimension. The two or three places to focus next.

✓
✓
3
4
5
6
OVERALL MATURITY · EXAMPLE ENGAGEMENT
3.4
Calculative
+0.6 vs baseline
BY DIMENSION
Leadership
3.4
Psych safety
2.7
Communication
3.1
Learning
4.1
AI hypothesis
Crane shift may be lagging on Psychological Safety
Confidence 0.82 · Cited 7 responses
A shared language for culture
Shared dimensions, five maturity levels, named leadership behaviours per cell. Every leader on your team is talking about the same thing in the same words.
Leadership alignment, made measurable
Score the gap between the culture you have and the culture you need. Then score it again per leader. Alignment becomes a workstream, not a hope.
A handful of focus areas, not fifty
The platform pulls out the two or three dimensions and cohorts where leadership attention has the most leverage. Effort concentrates.
Every score has a receipt
Click any number. See the responses, interview quotes, and observations behind it. The culture story stays evidenced — even when the room gets political.
For transformation leaders

For the people accountable for culture change — inside and outside the business.

Consulting transformation leaders

Run your culture methodology at scale, with shared language across every client.

Codify your culture model once — every consultant runs it the same way.
Move clients from diagnosis to leadership behaviours to measurable shift.
White-label the reports with your firm's brand (Enterprise).
Build a defensible evidence base across your client work.
For partners
In-house transformation leaders

Manage culture as a system. Not as a workshop you have to keep paying for.

Get the leadership team aligned on the culture you need — and the behaviours that get you there.
Run quarterly pulse checks against the same baseline. No new project, no methodology drift.
Show your board a real culture trend line, evidenced and defensible.
Onboard new transformation leads in days — the methodology lives in the platform, not in someone's head.
For transformation leaders
From the field · a real engagement, anonymised

What a full Wayfinder loop looks like.

A European manufacturing site of a global company asked a hard question: what is our safety culture actually like — not on paper, in practice? The fieldwork ran mixed-method from day one: a workforce survey in two languages, leader interviews and discussion groups coded with verbatim evidence, a document review from policy to practice, and structured site observation. Every method scored against the same five-level maturity ladder; every dimension triangulated across sources.

The output: a board-grade report — dimension narratives, an executive summary, and the workforce's own words alongside every score — with each number traceable to the fieldwork behind it.

751
survey voices
2
languages
28
qualitative sessions
13
documents reviewed

Client outcomes stay confidential. What we can show is the method.

Across the platform
9
maturity models
from safety culture to M&A integration
7+1
assessment method types
seven fieldwork methods plus a full leadership 360
6
phases in the Wayfinder loop
setup through reassessment
1:1
every score traceable to its evidence
click a number, see the fieldwork behind it
AI assist

AI is a pair of eyes. Not the analyst.

Wayfinder uses LLMs to surface patterns across your qualitative fieldwork — but every AI suggestion cites its sources and waits for a human to accept. Nothing AI-generated lands in a final report unattributed.

AI suggestionConfidence: 0.82
Crane shift may be lagging on Psychological Safety
Across 12 mentions in interviews and 4 survey free-texts, the night crane shift describes being "spoken over" or "tuned out". Their cohort PS score is 1.9 — the lowest in the programme.
Cited 7 responses · View evidence →
Pricing

Priced per engagement. No seat tax.

Every plan includes one complete engagement per year; additional engagements bill a flat per-pathway fee. Never per seat, never per response.

Essential
£250per month
Run the flagship maturity assessment end to end.
One full engagement per year included
Survey + stakeholder fieldwork
Word, PDF and PPTX reports
AI summaries and roadmaps
Client portal
See full pricing →
Most chosen
Professional
£750per month
Adds the culture-integration and target-culture pathways.
Everything in Essential
Culture integration (M&A) pathway
Target-culture pathway
Interviews, discussion groups, document review
Qualitative theming and evidence chains
Talk to us →
Enterprise
Customannual contract
Every pathway, shaped to your practice.
Leadership 360 (priced per leader)
EVP / values discovery
Site observation and field capture
White-label portal
Unlimited seats and engagements
Talk to us →

Questions, quickly

From first kickoff to baseline report, plan for 4–8 weeks. The full Wayfinder loop — including action delivery and re-measure — is designed as a 9–14 month arc, with pulse checks inside that loop.

See the culture work on Wayfinder.

Bring an active culture programme to a 30-minute demo. We'll model it inside Wayfinder live — with your dimensions, your leaders, your behaviours — and send you the workspace to keep.

Book a demoTalk to sales