IRIE™ is a diagnostic-led cultural transformation system for the built environment.

Most culture initiatives start with intention. IRIE™ starts with evidence.

Baseline makes visible: what’s happening day to day, where leadership reinforces or undermines conditions, and how systems and incentives shape behaviour.

From startups to seasoned brands, we Baseline does not automatically produce an organisation-wide report.

A Workplace Culture Snapshot Report is produced only when:

• leader and team assessments are in scope

• Chorus synthesis is in scope and complete

• consent, visibility, and governance checks are passed

• an organisation commits to a wider IRIE™ engagement

IRIE™ unfolds through four stages: Illuminate, Re-imagine, Implement, Embed. Each stage builds on the one before it. Nothing is rushed. Nothing is generic.

Illuminate

Making culture visible.

Shared language, psychological safety foundations, and a clear view of patterns and pressure points.

Re-imagine

Making sense of patterns and leverage points.

Structured sense-making to identify where intervention will create meaningful impact.

Implement

Designing change that fits the organisation.

Interventions are proportionate, context-specific, and aligned to how work actually happens.

Embed

Making change stick.

Embedding shifts into leadership habits, workplace systems, and ways of working — so progress holds under pressure.

Innovation, Responsibility, Inclusion, Equity guide both diagnosis and design.

They are not abstract values — they are workplace conditions you can observe and shape.

IRIE™ support is tailored by:

• IRIE Stage (Illuminate → Embed)

• Starting Point (current operating conditions)

• Focus (IRIE Route) — the specific change pathway selected based on what your Baseline reveals (e.g., leadership accountability, psychological safety, decision-making clarity, equity in opportunity, delivery collaboration).

Tailoring changes the pace, scaffolding, and emphasis — not the stage sequence.

IRIE™ is not: off-the-shelf training, a generic culture survey, or a compliance exercise.

We do not recommend actions before culture is visible. Policies and formal structures are considered later — and only where they reinforce what is already visible.