Psychological and relational assessment of the organization
An integrated analysis that explores how the organization truly functions as a whole: the relationships that support the work, the vulnerabilities that hinder it, and the factors that shape motivation, safety, and operational quality.
This assessment views the organization as a relational ecosystem, where culture, team dynamics, decision-making processes, and emotional climate are deeply interconnected.
It is particularly useful during periods of growth, restructuring, conflict, performance decline, or loss of internal trust.
A comprehensive report that brings together qualitative data and clinical insights, including a relational climatogram, key strengths, areas of concern, risks, wellbeing indicators, and clear guidelines for change.
1. Organizational climate and the quality of relationships
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level of internal trust and transparency in communication
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perception of psychological safety (physical, emotional, relational)
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alignment between stated values and everyday practices
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signs of isolation, distrust, or emotional overload
2. Team cohesion and continuity of the relational bond
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the organization’s ability to sustain both belonging and differentiation
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presence of relational “gaps” that lead to fragmentation or conflict
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strength of inter-team cohesion and quality of cross-functional connections
3. Decision-making processes, roles, and distributed leadership
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clarity of formal and informal roles and responsibilities
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structure of decision-making processes and their impact on collaboration
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presence of circulating leadership or, conversely, excessive rigidity at the top
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mapping of implicit agreements that shape organizational functioning, often unconsciously
4. Risk factors: stress, trauma, and crises of trust
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detection of contextual trauma, losses, unresolved conflicts, or critical reorganizations
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signs of organizational alexithymia: difficulty recognizing internal issues, limited emotional regulation, reduced capacity for self-correction
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effects of chronic stress on individuals and on the wider organizational climate
5. Collective agency and the capacity for transformation
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level of shared initiative (agency)
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tendencies toward delegation, external dependence, or passive advocacy
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the organization’s ability to learn from conflict and generate innovation
6. Digital culture and hybrid work modes
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quality of relational continuity in digital environments
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effects of technology on presence, collaboration, and cohesion
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risks of fragmentation associated with rapid communication and non-integrated digital spaces