What does our assessment tell our partners?

  

 

Most organisations already know that culture matters. Many also gather feedback through engagement surveys, values work or employee listening. But culture is not only revealed by what people say they value. It is tested in the everyday moments where speaking up feels risky, accountability is uncomfortable, priorities compete or the quickest option is not the best one.
 

Teams may agree that communication, collaboration and respect are important. The more revealing question is what happens when:

• a senior colleague makes an error
• a concern could slow delivery
• responsibility is unclear
• people disagree about the right course of action
• information needs to be shared quickly and openly

These are the moments where culture is either strengthened or weakened.
 

PCJI-20 is designed to explore how people may respond in these kinds of workplace situations. It combines scaled questions with realistic judgement scenarios to look beyond broad agreement with positive values. The aim is to prompt reflection on how constructive behaviour may hold up when pressure, hierarchy or competing priorities are involved.
 

The purpose is not to identify “good” or “bad” people, or to create a pass/fail culture score.
Instead, PCJI-20 is intended to help teams explore:

• where constructive judgement appears strongest
• where it may be less consistent
• where difficult workplace conditions may make the better decision harder
• what conversations, habits or support could strengthen culture over time
 

PCJI-20 is being refined through early pilot data, response-pattern review and practical feedback. The assessment evolved from earlier Target Triumvirate pilot work, which explored psychological safety, collaboration and goal orientation. As the evidence developed, the clearer opportunity was to focus on broader culture-strengthening judgement across difficult workplace moments.

PCJI-20 remains in pilot development and is designed for team learning, discussion and development - not recruitment, promotion, disciplinary action or other high-stakes employment decisions.