I was promoted for managing well, and the job feels different.
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Thriving Culture LLC
Assessments that show a pattern and name the next move.
Leadership and culture assessments for executives and leadership teams at organizations with $10 million to $100 million in budget or revenue, in any sector. Each result comes back on screen and by email, with the reasoning behind it.
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Start with the problem you have
Most leaders arrive with a symptom, not a tool name. Pick the one closest to yours and open the tools that speak to it.
I am not hearing bad news in time.
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Things stall and I cannot tell why.
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The business leans on me, or on a few people.
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We are about to change something large.
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Not sure which fits? Describe the problem in the request form below and we will suggest two or three.
All assessments
Twenty-two assessments for leaders and leadership teams
Each takes about four to eight minutes. Access is by code, so a client, cohort or program can be given exactly the assessments it needs. The ones marked Your View ask one person about a team, a board or an organization. Filter by problem, or open any tool for who it is for and what the report covers.
Cross-Cultural Leadership Competence
Six capacities for leading across cultures, with a check on whether pressure or low engagement limits the rest.
Executive Leadership Self-Assessment
How often observable leadership patterns show up, from strategic judgment to culture and ethics. It reads patterns, not intent.
Leadership Pressure Profile
Compares how you work across differences in ordinary conditions with how you work under high pressure.
Conflict Style Profile
Five ways of handling disagreement, and which you reach for by habit.
Team Psychological Safety (Your View)
How safe it feels on one team to raise problems, admit mistakes and disagree.
Belonging at Work (Your View)
How accepted, heard, fairly treated and connected you feel where you work.
Manager-to-Executive Shift (Your View)
Whether your week looks like executive work or senior management work, across five areas where good managers often stall at the top.
Culture Change Readiness
Whether the conditions for a change effort are in place before it starts.
Board and Governance Effectiveness (Your View)
Role clarity, oversight, strategy, the chief executive relationship and board dynamics.
Succession Readiness (Your View)
How prepared the organization is for a planned or sudden leadership change.
Founder Dependence (Your View)
How much the business depends on one founder or owner-leader, and whether it could grow, be sold or survive an absence.
AI Adoption Readiness (Your View)
How ready the organization is to adopt AI in ways that stick. Five areas, and none of them is the technology.
Detectability Index (Your View)
Whether problems reach you in time to matter. Accountability follows the means to know.
Operating Knowledge and Process Maturity (Your View)
Whether the way you work lives in systems and documents or in a few people's heads. It decides how you survive turnover and growth.
HR Function Maturity (Executive View)
How well the HR function is built for the size of the organization, and where under-building shows up in turnover and risk.
Pace Conflict (Your View)
Whether the pace of work leaves room to learn, absorb change and keep new people.
Why Isn't It Getting Done? (Your View)
Diagnoses one stalled goal. It sorts the cause into clarity, know-how, motivation or organizational conditions, since each needs a different fix.
Entrepreneurial Skills
Eight skills scored 0 to 100, with the strongest and the thinnest named.
Strengths Profile
Your top five of twelve strengths, and how they combine.
DISC Style
Behavior and communication preferences, with notes on working with other styles.
Enneagram Finder
Nine types and the core motive behind each.
Type Preferences
A four-letter preference profile in the Jungian tradition.
No assessment is tagged to that problem yet.
What you get
The report, before you buy a code
Every assessment returns a reading on screen when you finish and a designed report by email. Strongest and lowest areas are named, each area gets a plain reading, and the level-type tools add a first place to focus.
- The sample uses the Manager-to-Executive Shift tool with invented answers.
- It is the same report the engine builds for a real taker, so the format is exact.
- Reports go to the person who took the assessment, with a copy to Dr. Otaola.
How it works
From code to report in one sitting
- Get a codeCodes are issued for a person, a cohort or a program, and can be limited to chosen assessments.
- AnswerOne question at a time. Six choices from strongly disagree to strongly agree.
- Read your resultThe reading appears on screen as soon as you finish, with the reasoning behind it.
- Get the reportA designed report arrives at the email address you entered.
About
Who builds these
Dr. Pablo Otaola founded Thriving Culture LLC and has advised organizations on leadership and culture since 2010. He holds an Ed.D. in Organizational Change and Leadership from USC Rossier. His earlier degrees are an M.A. in Organizational Readiness for Change and a B.A. in Organizational Leadership from Westmont College.
From 2009 to 2020 he was on staff at Young Life, where he built and led the Denver Metro operation and led its global diversity and cross-cultural work. He has worked with governments and nonprofits, and these assessments come out of that work.
16 yearsof consulting and training practice, from 2010
25 staff100 board members and 400 volunteers in the Denver Metro operation he led
4,000young people served by that operation
Method and limits
What these assessments are, and are not
What they are
- Original items written for this lab, scored by fixed rules.
- Self-reports. They show how you describe your own behavior at this moment.
- Saved with your submission so your report can be delivered.
What they are not
- Not statistically validated instruments. Norms and reliability studies have not been done.
- Not licensed products. They are not the MBTI, CliftonStrengths or any other branded instrument.
- Not clinical, and not for hiring, firing, promotion or pay decisions.
Your data. We store your name, email, answers and scores so your result and report can be delivered. Read the privacy notice and the terms.
Advisory
When a result needs a person beside it
Assessments start the conversation. Thriving Culture LLC works with executives and organizations on what to do with what the reading shows.
- Debrief sessions. A guided conversation on an individual or cohort result.
- Leadership development programs. Cohorts built around the assessments above.
- Organizational assessment engagements. A scoped review of culture, leadership capacity and governance, with findings and a plan.
The same tools can support a program you already run.
- Pre and post readings for a leadership cohort
- An intake step before coaching begins
- A shared vocabulary for a leadership team
Pricing
Launch pricing, per code
One code covers one completion of one assessment, including the on-screen reading and the emailed report. Prices are in US dollars. Online payment is not switched on yet, so codes are issued against an invoice.
Foundations
$29
Entrepreneurial Skills, Strengths, DISC, Enneagram, Type Preferences.
Leadership and culture
$59
Cross-Cultural Leadership Competence, Executive Leadership, Pressure Profile, Conflict Style, Psychological Safety, Belonging, Manager-to-Executive Shift.
Organization and governance
$79
Culture Change Readiness, Board Effectiveness, Succession Readiness, Founder Dependence, AI Adoption Readiness, Detectability, Operating Knowledge, HR Function Maturity, Pace Conflict, Why Isn't It Getting Done?
Leadership set
$149
Cross-Cultural Leadership Competence, Executive Leadership and Pressure Profile together, for one person.
Cohorts and teams
15% to 25% off
15 percent off at 10 or more codes, 25 percent off at 25 or more.
Debrief session
$400
Sixty minutes with Dr. Otaola on one person's results, with a written summary of agreed actions.
Larger work. Organizational assessment engagements and leadership programs are quoted after a scoping call.
Request codes
Tell us who, which and by when
We reply by email with an invoice and the codes. If you are not sure which assessments fit, describe the problem and we will suggest two or three.
Next
Group versions
One person's answers describe that person. A team's answers describe the conditions people work in. The group versions ask the same questions of a whole team or board and report patterns only, with a minimum group size before any result is shown. They are in design and no dates are promised.
Group versions of the Your View tools
Psychological Safety, Belonging, Culture Change Readiness, Board Effectiveness, Succession Readiness and the other Your View tools, answered by many people and reported as one picture.
Why the wait. Group tools need a different build from the individual ones: shared codes, anonymity thresholds and group-level reports. Getting that wrong exposes the people who answered, so it is being done before it is announced, not after.