Culture Architect
alirezarezvani/claude-skills
Build, measure, and evolve company culture as operational behavior — not wall posters.
Build, measure, and evolve company culture as operational behavior, not wall posters.
MITAuto-check passed
Install Culture Architect
$ npx skills add borghei/Claude-Skills --skill culture-architect -a claude-codeProject install by default; add -g for ~/.claude/skills/.
$ gh skill install borghei/Claude-Skills culture-architect --agent claude-codeProject scope by default; add --scope user for a personal install. Needs GitHub CLI 2.90.0 or later (public preview).
$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .claude/skills && cp -r skills-src/c-level-advisor/culture-architect .claude/skills/culture-architect && rm -rf skills-srcUse ~/.claude/skills/ instead of .claude/skills for a personal install. The folder must contain SKILL.md.
Claude Code skills documentation · loads skills from .claude/skills/
Install the "culture-architect" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/culture-architect into .claude/skills/culture-architect/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "culture-architect", then confirm the skill loads.Claude Code copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$skill-installer install https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/culture-architectType this inside Codex. $skill-installer <name> installs a curated skill from openai/skills. The installer writes to $CODEX_HOME/skills (default ~/.codex/skills). Restart Codex if the skill does not show up.
$ npx skills add borghei/Claude-Skills --skill culture-architect -a codexProject install goes to .agents/skills/; add -g for ~/.codex/skills/.
$ gh skill install borghei/Claude-Skills culture-architect --agent codexProject scope by default (.agents/skills/); add --scope user for a personal install.
$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .agents/skills && cp -r skills-src/c-level-advisor/culture-architect .agents/skills/culture-architect && rm -rf skills-srcUse ~/.agents/skills/ instead of .agents/skills for a personal install.
Codex skills documentation · loads skills from .agents/skills/
Install the "culture-architect" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/culture-architect into .agents/skills/culture-architect/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "culture-architect", then confirm the skill loads.Codex copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$ npx skills add borghei/Claude-Skills --skill culture-architect -a cursorProject install goes to .agents/skills/; add -g for ~/.cursor/skills/.
$ gh skill install borghei/Claude-Skills culture-architect --agent cursorProject scope by default (.agents/skills/); add --scope user for a personal install.
$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .cursor/skills && cp -r skills-src/c-level-advisor/culture-architect .cursor/skills/culture-architect && rm -rf skills-srcUse ~/.cursor/skills/ instead of .cursor/skills for a personal install.
Cursor skills documentation · loads skills from .cursor/skills/, .agents/skills/, .claude/skills/, .codex/skills/
Install the "culture-architect" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/culture-architect into .cursor/skills/culture-architect/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "culture-architect", then confirm the skill loads.Cursor copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$ gemini skills install https://github.com/borghei/Claude-Skills.git --path c-level-advisor/culture-architect--scope user (default) or --scope workspace; --path is the subfolder of the repo that holds the skill; --consent skips the security confirmation prompt.
$ npx skills add borghei/Claude-Skills --skill culture-architect -a gemini-cliProject install goes to .agents/skills/; add -g for ~/.gemini/skills/.
$ gh skill install borghei/Claude-Skills culture-architect --agent gemini-cliProject scope by default (.agents/skills/); add --scope user for a personal install.
$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .gemini/skills && cp -r skills-src/c-level-advisor/culture-architect .gemini/skills/culture-architect && rm -rf skills-srcUse ~/.gemini/skills/ instead of .gemini/skills for a personal install, then run /skills reload.
Gemini CLI skills documentation · loads skills from .gemini/skills/, .agents/skills/
Install the "culture-architect" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/culture-architect into .gemini/skills/culture-architect/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "culture-architect", then confirm the skill loads.Gemini CLI copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$ gh skill install borghei/Claude-Skills culture-architectInstalls for Copilot at project scope by default; add --scope user for a personal install. Preview a skill first with gh skill preview. Needs GitHub CLI 2.90.0 or later (public preview).
$ npx skills add borghei/Claude-Skills --skill culture-architect -a github-copilotProject install goes to .agents/skills/; add -g for ~/.copilot/skills/.
$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .github/skills && cp -r skills-src/c-level-advisor/culture-architect .github/skills/culture-architect && rm -rf skills-srcUse ~/.copilot/skills/ instead of .github/skills for a personal install. Commit .github/skills so cloud agent and code review can use it.
GitHub Copilot skills documentation · loads skills from .github/skills/, .claude/skills/, .agents/skills/
Install the "culture-architect" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/culture-architect into .github/skills/culture-architect/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "culture-architect", then confirm the skill loads.GitHub Copilot copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
$ npx skills add borghei/Claude-Skills --skill culture-architect -a opencodeOpenCode documents no install command of its own. Project install goes to .agents/skills/; add -g for ~/.config/opencode/skills/.
$ gh skill install borghei/Claude-Skills culture-architect --agent opencodeProject scope by default (.agents/skills/); add --scope user for a personal install.
$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .opencode/skills && cp -r skills-src/c-level-advisor/culture-architect .opencode/skills/culture-architect && rm -rf skills-srcUse ~/.config/opencode/skills/ instead of .opencode/skills for a personal install.
OpenCode skills documentation · loads skills from .opencode/skills/, .claude/skills/, .agents/skills/
Install the "culture-architect" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/culture-architect into .opencode/skills/culture-architect/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "culture-architect", then confirm the skill loads.OpenCode copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.
Facts
- Skill name
culture-architect- GitHub stars
- 891
- Token cost
- ~5.6k tokens
- SKILL.md length
- 2,346 words
- Files
- 4 (incl. scripts)
- Skills in repo
- 354
- Repo updated
- First seen
- Licence
- MIT
At a glance
Build, measure, and evolve company culture as operational behavior, not wall posters.
- Works in 3 steps: culture_survey_analyzer.py → values_alignment_scorer.py → engagement_tracker.py
- Building company values
- SKILL.md covers Keywords, Core Principle, Clarify First and Culture Diagnostic Decision Tree, plus 10 more sections
- Runs Python scripts from its folder; calls python
What it does
Culture Architect is an agent skill from borghei/Claude-Skills. Build, measure, and evolve company culture as operational behavior, not wall posters. Use when building company values, assessing culture health, designing rituals, creating culture codes, or handling culture clashes.
Its SKILL.md is about 5.6k tokens, which your agent loads only when the skill is triggered. The skill folder holds 4 other files, including scripts (for example `scripts/culture_survey_analyzer.py`, `scripts/engagement_tracker.py` and `scripts/values_alignment_scorer.py`).
The repository describes itself as: 385 AI skills, 77 expert agents, and 900 stdlib Python tools for every team: engineering, PM, marketing, C-level, compliance, business ops, research, and a LinkedIn toolkit… The licence is MIT.
When your agent uses it
- Building company values
- Assessing culture health
- Designing rituals
- Creating culture codes
Example prompts
- “/culture-architect”
Requirements
- Python 3
Workflow steps
3 steps, taken from the step headings in SKILL.md.
What it can do on your machine
Read from SKILL.md and the folder at commit 4a698e8. It shows what the files ask for, not the result of running them.
Tool permissions
Pre-approves nothing: there is no allowed-tools line, so your agent's usual permission prompts apply.
From allowed-tools in the SKILL.md frontmatter.
Runs code
Ships 3 files in scripts/ (Python), which the agent can run.
Shell commands in SKILL.md call:
python
From the folder's file list and the shell code blocks in SKILL.md.
Network
No URLs in SKILL.md.
From URLs in SKILL.md, links to its own repository left out.
Credentials
Names no API keys, tokens, secrets or passwords.
From names ending in _API_KEY, _TOKEN, _SECRET, _KEY or _PASSWORD in SKILL.md.
Context cost
Culture Architect loads about 5.6k tokens when it runs. Until then it costs about 59 tokens; SKILL.md has 2,346 words of instructions outside code blocks.
Estimates: characters ÷ 4, the usual rule of thumb; real counts depend on the model's tokenizer. Scripts and assets cost tokens only if the agent reads them.
Safety
Auto-check passed
The automated check found no risky patterns in SKILL.md.
Automated static check — not a guarantee. Review scripts before installing. It scans the text of SKILL.md for risky patterns (piping downloads into a shell, reading credential files, hidden Unicode, destructive commands); the scripts in this folder are not scanned.
SKILL.md
The full file from borghei/Claude-Skills at commit 4a698e8, republished under its MIT licence (© borghei). 2,346 words, ~5,639 tokens.
Download SKILL.mdSave it as
.claude/skills/culture-architect/SKILL.md (or your agent's skills folder). This skill also uses 3 other files; get the full folder from GitHub.- name
- culture-architect
- description
- Build, measure, and evolve company culture as operational behavior, not wall posters. Use when building company values, assessing culture health, designing rituals, creating culture codes, or handling culture clashes.
- license
- MIT + Commons Clause
- metadata.version
- 2.0.0
- metadata.author
- borghei
- metadata.category
- c-level
- metadata.domain
- culture-leadership
- metadata.updated
- 2026-03-09
- metadata.frameworks
- culture-playbook, culture-code-template, values-to-behaviors, culture-health-assessment, ritual-design, culture-debt-framework
- metadata.triggers
- culture, company culture, values, mission, vision, culture code, cultural rituals, culture health, values-to-behaviors, founder culture, culture debt…
Culture Architect
Culture is what you DO, not what you SAY. This skill builds culture as an operational system -- observable behaviors, measurable health, and rituals that scale from 5 people to 500.
Keywords
culture, company culture, values, mission, vision, culture code, cultural rituals, culture health, values-to-behaviors, founder culture, culture debt, value-washing, culture assessment, culture survey, psychological safety, culture scaling, engagement, eNPS, remote culture, hybrid culture, culture clash, employer brand, onboarding culture, performance culture, recognition
Core Principle
Culture = (What you reward) + (What you tolerate) + (What you celebrate)
If your values say "transparency" but you punish bearers of bad news, your real value is "optics." Culture is not aspirational. It is descriptive. The work is closing the gap between stated and actual.
Clarify First
Before generating, confirm these inputs. If any is unknown or vague, ASK — do not assume:
- Which deliverable is needed (values + behaviors, culture code, health survey, ritual calendar, culture-debt audit, or M&A integration) — each has its own template
- Company stage and headcount — rituals and transmission mechanisms that work at 15 people break at 150; the ritual matrix is stage-keyed
- What is actually rewarded, tolerated, and celebrated today — culture is descriptive, not aspirational; without the honest current state you produce wall-poster platitudes
- Work model (in-person, remote, hybrid) — determines which operating principles and meeting rules apply
Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact.
Culture Diagnostic Decision Tree
START: "How is our culture?"
|
v
[Run the Values Audit]
Ask: "What did the last person who got promoted demonstrate?"
|
+-- Answer matches stated values --> Values are real. Check transmission.
| |
| v
| [Can a 30-day employee describe the culture accurately?]
| +-- YES --> Culture is operational. Maintain and evolve.
| +-- NO --> Transmission gap. Fix onboarding and rituals.
|
+-- Answer differs from stated values --> Values are performative.
|
v
[Do leaders model the real (non-stated) values?]
+-- YES --> Rewrite values to match reality, then iterate.
+-- NO --> Deeper problem: no coherent culture exists. Build from scratch.Framework 1: Mission / Vision / Values Workshop
Mission (Why We Exist)
| Element | Test | Example |
|---|---|---|
| Present-tense | Is it about what we do now, not what we aspire to? | "We reduce preventable falls in elderly care" |
| Specific | Could a competitor claim the exact same thing? If yes, too generic. | Not "We make the world better" |
| Meaningful | Would something be lost if we disappeared? | Answer must be concrete |
Vision (What Winning Looks Like)
| Quality | Bad | Good |
|---|---|---|
| Specificity | "Be the market leader" | "Every care home in Europe uses our system by 2030" |
| Falsifiability | "Transform healthcare" | "Reduce fall-related injuries by 50% in partner facilities" |
| Timeline | No date | 5-10 year horizon with milestones |
Values (What We Actually Do)
| Rule | Explanation |
|---|---|
| 3-5 values maximum | More than 5 and none are memorable |
| Derived from observation | "What did our best hire do that nobody asked?" |
| Each has behavioral anchors | Specific enough to judge against |
| Include the tension | Good values have a cost ("Speed" means "we accept some risk") |
Framework 2: Values-to-Behaviors Translation
This is the work that makes values operational. Every value needs concrete behavioral anchors.
| Value | Vague Version | Behavioral Anchor | How You'd Observe It |
|---|---|---|---|
| Transparency | "We're open and honest" | "We share bad news within 24 hours, including to our manager" | Bad news travels fast, no surprises |
| Ownership | "We take responsibility" | "We don't hand off problems -- we own until resolved, even across team boundaries" | No orphaned issues |
| Speed | "We move fast" | "Decisions under $5K happen at team level, same day" | Low decision latency |
| Quality | "We don't cut corners" | "We stop the line before shipping something we're not proud of" | Teams delay launches for quality |
| Customer-first | "Customers are our priority" | "Any team member can escalate a customer issue to leadership, bypassing normal channels" | Escalation is celebrated, not punished |
Translation Workshop (90 minutes)
For each value:
Step 1: State the value in 2-3 words
Step 2: Ask "How would a new hire know we live this on day 30?"
Step 3: Write 3 observable behaviors that prove this value
Step 4: Write 3 behaviors that violate this value
Step 5: Ask "What does this value cost us? What's the trade-off?"
Step 6: If no trade-off exists, it's not a value -- it's a platitude
Output: Value card with behaviors, violations, and trade-offsFramework 3: Culture Code Creation
A culture code is a public document that describes how you operate. It should attract the right people and repel the wrong ones.
Culture Code Structure
| Section | Purpose | Key Question |
|---|---|---|
| 1. Who We Are | Mission, context, stage | "Why does this company exist?" |
| 2. Who Thrives Here | Specific behaviors, not adjectives | "What does success look like day-to-day?" |
| 3. Who Doesn't Thrive Here | Honest misfit description | "When have we made a bad hire? What was the pattern?" |
| 4. How We Make Decisions | Decision rights, speed expectations | "Who can decide what, and how fast?" |
| 5. How We Communicate | Channels, cadence, expectations | "What can I expect in response time and transparency?" |
| 6. How We Grow People | Career development, feedback | "What's my path here?" |
| 7. What We Expect of Leaders | Leadership behaviors | "How should managers behave?" |
Culture Code Anti-Patterns
| Anti-Pattern | Why It Fails | Better Alternative |
|---|---|---|
| "We're a family" | Families don't fire for performance | "We're a high-performing team that cares about each other" |
| Only positive traits | Not credible, doesn't help people self-select | Include "who doesn't thrive here" section |
| Aspirational, not descriptive | Creates cynicism when reality differs | Describe what IS, then iterate |
| Too long (> 15 pages) | Nobody reads it | Keep to 5-8 pages, link to details |
| Never updated | Becomes irrelevant as company scales | Review annually, update at each stage |
Framework 4: Culture Health Assessment
Run quarterly. Anonymous. 8-12 questions maximum.
Core Assessment Dimensions
| Dimension | Question Example | What It Measures |
|---|---|---|
| Psychological safety | "I can raise a concern without fear of negative consequences" | Trust in the system |
| Clarity | "I know how my work connects to company goals" | Strategic alignment |
| Fairness | "Decisions here are made consistently and transparently" | Trust in leadership |
| Growth | "I am learning and being challenged here" | Development opportunity |
| Trust in leadership | "I believe what leadership tells me" | Communication credibility |
| Recognition | "Good work is noticed and acknowledged" | Reward system health |
| Belonging | "I feel like I belong on this team" | Inclusion effectiveness |
| Autonomy | "I have enough freedom to do my best work" | Micromanagement detection |
Score Interpretation and Response
| Score Range | Status | Action Required | Timeline |
|---|---|---|---|
| 80-100% | Healthy | Document what works, celebrate, share practices | Maintain |
| 65-79% | Warning | Identify specific friction points, address top 2-3 | 30 days |
| 50-64% | Damaged | Leadership attention required, specific interventions | 14 days |
| < 50% | Crisis | All-hands intervention, external facilitation may be needed | Immediate |
eNPS Integration
eNPS Question: "On a scale of 0-10, how likely are you to recommend
this company as a place to work?"
Promoters (9-10) - Detractors (0-6) = eNPS
-----------------------------------------
> 50 = Exceptional
30-50 = Good
10-30 = Acceptable
0-10 = Concerning
< 0 = CrisisFramework 5: Cultural Rituals by Stage
Rituals are the delivery mechanism for culture. What works at 10 people breaks at 100.
Ritual Matrix
| Stage | Team Size | Key Rituals | Culture Risk |
|---|---|---|---|
| Seed | < 15 | Weekly all-hands (30 min), monthly retro, default transparency | Culture by osmosis -- works but won't scale |
| Early Growth | 15-50 | Quarterly culture survey, onboarding buddy, recognition program, leader office hours | First transmission failures appear |
| Scaling | 50-200 | Culture committee (peer-driven), values-based reviews, manager training, dept + company all-hands | Subcultures form, drift begins |
| Large | 200+ | Annual culture plan with KPIs, internal NPS, subculture management, culture integration for M&A | Culture becomes fragile without systems |
Ritual Design Template
| Element | Description |
|---|---|
| Name | Clear, memorable name for the ritual |
| Purpose | Which value does this reinforce? |
| Frequency | Weekly, monthly, quarterly, annual |
| Duration | Time commitment (shorter is better) |
| Participants | Who is involved, who leads |
| Format | In-person, remote, hybrid |
| Measurement | How do you know it's working? |
| Sunset criteria | When should this ritual be retired? |
Framework 6: Culture Debt
Culture debt accumulates like technical debt: small compromises that compound.
Culture Debt Inventory
| Debt Type | Example | Cost | Fix Difficulty |
|---|---|---|---|
| Tolerated bad behavior | Star performer who is toxic | Team morale, attrition | High (requires confrontation) |
| Stale values | Values from founding team, never updated | Cynicism, disengagement | Medium (requires workshop) |
| Missing rituals | No recognition system, no all-hands | Low cohesion, isolation | Low (design and implement) |
| Inconsistent enforcement | Some people held to standards, others not | Trust erosion, unfairness | High (requires consistency) |
| Osmosis-only transmission | No onboarding for culture, just happens | New hires don't get it | Medium (design onboarding) |
Culture Debt Decision Tree
START: Culture debt identified
|
v
[Is it actively causing harm?]
|
+-- YES --> [Is the cost of fixing it < cost of keeping it?]
| |
| +-- YES --> Fix immediately. This week.
| +-- NO --> Fix within 30 days. Plan the transition.
|
+-- NO --> [Will it compound if ignored for 6 months?]
|
+-- YES --> Schedule fix within 90 days
+-- NO --> Document and monitor quarterlyRemote and Hybrid Culture
Remote Culture Operating Principles
| Principle | Implementation |
|---|---|
| Default to async | Write first, meet only when needed |
| Intentional social | Regular non-work social time (weekly) |
| Over-communicate decisions | Document reasoning, share broadly |
| Equal access | Remote participants get equal voice in hybrid meetings |
| Visible work | Regular updates so work is seen without surveillance |
Hybrid Meeting Rules
| Rule | Rationale |
|---|---|
| If one person is remote, everyone joins individually | Prevents room-vs-screen dynamic |
| Camera-optional for working sessions | Reduces fatigue |
| Shared document for all meetings | Creates equal participation |
| Record meetings with decisions | Timezone inclusion |
| No hallway decisions on hybrid days | Excludes remote team members |
Red Flags
- Values posted on wall, never referenced in reviews or decisions
- Star performers protected from cultural standards -- destroys credibility
- Leaders who "don't have time" for culture rituals -- signals culture isn't a priority
- New hires feel culture is "different than advertised" -- culture code is fiction
- No mechanism to raise cultural concerns safely -- problems go underground
- Culture survey results not shared with team -- breeds distrust
- Same values for 5+ years despite major scaling -- values are stale
- Founders exempt from cultural norms -- "do as I say, not as I do"
- No consequences for value violations -- values are suggestions, not standards
- Culture committee is all HR, no peers -- becomes compliance, not culture
Show full SKILL.md (966 more words)Show less
Integration with C-Suite
| When... | Culture Architect Works With... | To... |
|---|---|---|
| Hiring surge | CHRO (chro-advisor) | Ensure culture fit is measured, not guessed |
| Org restructure | COO + CEO | Manage culture disruption from structure change |
| M&A or partnership | CEO + COO | Detect and resolve culture clashes early |
| Performance issues | CHRO | Separate culture misfit from skill deficit |
| Strategy pivot | CEO (ceo-advisor) | Update values that the pivot makes obsolete |
| Rapid growth | All C-suite | Scale rituals before culture dilutes |
| Change rollout | Change Management (change-management) | Cultural dimension of change |
| Operating system design | Company OS (company-os) | Culture rituals in the meeting pulse |
| Founder evolution | Founder Coach (founder-coach) | Leadership style impact on culture |
Proactive Triggers
- eNPS declining 2+ quarters -- investigate root cause before it becomes attrition
- Rapid hiring (> 30% headcount growth in a quarter) -- culture transmission at risk
- M&A announced -- culture integration plan needed immediately
- Star performer exhibiting toxic behavior -- address within 1 week or culture debt compounds
- Values haven't been reviewed in 2+ years -- schedule values refresh workshop
- Remote team growing without intentional culture design -- isolation and drift risk
- Exit interviews mention "culture" as departure reason -- pattern analysis needed
Output Artifacts
| Request | Deliverable |
|---|---|
| "Build our values" | Values workshop facilitation guide + values cards with behaviors |
| "Create a culture code" | Culture code document (5-8 pages) with all 7 sections |
| "Assess our culture health" | Survey design, score interpretation, action plan |
| "Design cultural rituals" | Ritual calendar by stage with design templates |
| "Audit culture debt" | Debt inventory with priority, cost, and fix plan |
| "Remote culture strategy" | Operating principles, tools, rituals for distributed teams |
| "M&A culture integration" | Culture comparison matrix, clash risk map, integration timeline |
Tool Reference
1. culture_survey_analyzer.py
Analyzes culture health survey results across 8 dimensions (psychological safety, clarity, fairness, growth, trust, recognition, belonging, autonomy). Calculates dimension scores, overall health rating, identifies strengths and risks, and generates action recommendations.
python scripts/culture_survey_analyzer.py --input survey_data.json --json
python scripts/culture_survey_analyzer.py --input survey_data.json| Flag | Type | Description |
|---|---|---|
--input | required | Path to JSON file with survey responses (dimension scores per respondent, optional department/tenure metadata) |
--json | optional | Output in JSON format instead of human-readable text |
2. values_alignment_scorer.py
Scores alignment between stated values and observed behaviors using the Competing Values Framework quadrants (Clan, Adhocracy, Market, Hierarchy). Detects gaps between current and desired culture, identifies value-washing risks, and recommends alignment actions.
python scripts/values_alignment_scorer.py --input values_data.json --json
python scripts/values_alignment_scorer.py --input values_data.json| Flag | Type | Description |
|---|---|---|
--input | required | Path to JSON file with stated values, behavioral evidence scores, and optional CVF quadrant assessments |
--json | optional | Output in JSON format instead of human-readable text |
3. engagement_tracker.py
Tracks employee engagement metrics over time including eNPS, survey scores, participation rates, and retention correlation. Detects trends, flags declining dimensions, and generates quarterly engagement reports.
python scripts/engagement_tracker.py --input engagement_data.json --json
python scripts/engagement_tracker.py --input engagement_data.json| Flag | Type | Description |
|---|---|---|
--input | required | Path to JSON file with periodic engagement data (eNPS scores, survey results, participation rates, optional attrition data) |
--json | optional | Output in JSON format instead of human-readable text |
Troubleshooting
| Problem | Likely Cause | Resolution |
|---|---|---|
| Values posted on wall but never referenced in decisions | Values created as aspirational exercise, not operational tool | Run values-to-behaviors workshop; tie values to performance reviews, hiring rubrics, and recognition |
| Culture survey scores declining quarter-over-quarter | Underlying issue not addressed after previous survey | Analyze by dimension to isolate the declining area; share results transparently; commit to specific actions with deadlines |
| Star performer protected from cultural standards | Leadership avoidance or fear of losing output | Address within 1 week; culture debt compounds daily; document impact on team morale and attrition |
| New hires say culture is "different than advertised" | Culture code describes aspiration, not reality | Rewrite culture code to describe what IS; include "who doesn't thrive here" section honestly |
| eNPS declining but leadership claims culture is strong | Leadership disconnected from frontline experience; survey results not shared | Share survey results with full team; conduct skip-level conversations; address top 2 detractor themes |
| Remote team members feel excluded from culture | Rituals designed for in-person only; hallway decisions on hybrid days | Apply Remote Culture Operating Principles; redesign rituals for hybrid; enforce "if one remote, all remote" meeting rule |
| Culture committee produces no measurable impact | Committee is all HR, no peers; no decision authority or budget | Reconstitute with peer representatives; grant budget and decision authority; set quarterly culture OKRs |
Success Criteria
- Culture health score above 70% across all 8 assessment dimensions
- eNPS above 30 (Good) sustained across 4 consecutive quarters
- Values-to-behaviors translation completed for all stated values with observable anchors
- 30-day employees can accurately describe the culture without prompting
- Culture debt inventory reviewed quarterly with no "Critical" items unaddressed for more than 30 days
- Survey participation rate above 80% indicating trust in the feedback process
- Zero cultural standard exceptions for high performers (no "brilliant jerk" tolerance)
Scope & Limitations
In scope: Mission/vision/values workshop facilitation, values-to-behaviors translation, culture code creation, culture health assessment (8-dimension survey, eNPS), cultural rituals design by company stage, culture debt identification and management, remote/hybrid culture operating principles, M&A culture integration planning, and Competing Values Framework assessment.
Out of scope: HR policy creation (use hr-operations/), compensation and benefits design (use chro-advisor), DEI program management, employee relations and conflict resolution, performance management system design, and organizational restructuring (use coo-advisor). Tools analyze survey and engagement data; continuous culture monitoring requires integration with HR platforms.
Limitations: Culture assessment depends on honest survey responses; low participation rates (<50%) or fear of retaliation invalidate results. The Competing Values Framework provides a useful map but oversimplifies the complexity of real organizational culture. Culture change is slow (12-24 months for meaningful shifts); tools measure progress but cannot accelerate the human change process. M&A culture integration assessments are predictive, not deterministic.
Integration Points
- chro-advisor -- Hiring for culture fit, performance reviews tied to values, attrition analysis linked to culture health
- ceo-advisor -- Culture strategy aligns with company vision; values refresh tied to strategic pivots
- coo-advisor -- Culture rituals embedded in operating rhythm; org restructures assessed for culture impact
- change-management -- Cultural dimension of any major change initiative; resistance patterns mapped to culture type
- founder-coach -- Leadership style impact on culture; founder behavior modeling assessed against stated values
- company-os -- Culture rituals integrated into the organizational operating system meeting cadence
© borghei, MIT. Rendered from Markdown: HTML in the file is shown as text, images as links, and headings moved down two levels. Raw file
Files
SKILL.md and 3 other files (scripts) in c-level-advisor/culture-architect of borghei/Claude-Skills.
- SKILL.md
- scripts/culture_survey_analyzer.py
- scripts/engagement_tracker.py
- scripts/values_alignment_scorer.py
Open the folder on GitHubat commit 4a698e8
Compare with similar skills
Culture Architect next to the 5 skills that share the most tags, products or categories with it. Stars are the repository's; “used in” counts other GitHub owners with a copy.
| Skill | Stars | Used in | Tokens | Auto-check | Licence | Repo updated |
|---|---|---|---|---|---|---|
| Culture Architect this skillborghei/Claude-Skills | 891 | — | ~5.6k | Automated safety check: Pass | MIT | |
| Culture Architectalirezarezvani/claude-skills | 28k | 1 repos | ~2.1k | Automated safety check: Pass | MIT | |
| Company Brain Company QAtopoteretes/cognee | 32k | — | ~750 | Automated safety check: Notes | Apache-2.0 | |
| It Operationsdavila7/claude-code-templates | 33k | 1 repos | ~3.7k | Automated safety check: Pass | MIT | |
| Sop Company Wikisickn33/agentic-awesome-skills | 47k | 1 repos | ~3.4k | Automated safety check: Pass | MIT | |
| Company Creatorpaperclipai/paperclip | 99k | — | ~2.9k | Automated safety check: Pass | MIT |
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Questions about Culture Architect
What does Culture Architect do?
Build, measure, and evolve company culture as operational behavior, not wall posters. Culture Architect is an agent skill from borghei/Claude-Skills. Build, measure, and evolve company culture as operational behavior, not wall posters.
When should I use Culture Architect?
Culture Architect fits situations like: building company values; assessing culture health; designing rituals; creating culture codes.
How do I install Culture Architect in Claude Code?
Run `npx skills add borghei/Claude-Skills --skill culture-architect -a claude-code`. Or copy the skill folder (c-level-advisor/culture-architect in borghei/Claude-Skills) into .claude/skills/culture-architect in your project. Claude Code loads it when a task matches its description.
How do I install Culture Architect in Codex?
Run `npx skills add borghei/Claude-Skills --skill culture-architect -a codex`. Or copy the skill folder (c-level-advisor/culture-architect in borghei/Claude-Skills) into .agents/skills/culture-architect in your project. Codex loads it when a task matches its description.
Can I use Culture Architect in Cursor, Gemini CLI or GitHub Copilot?
Cursor, Gemini CLI, GitHub Copilot and OpenCode also load SKILL.md folders. With the skills CLI, run `npx skills add borghei/Claude-Skills --skill culture-architect -a cursor` (or -a gemini-cli, github-copilot or opencode for the others). To copy it by hand, put the folder in .cursor/skills/culture-architect, .gemini/skills/culture-architect, .github/skills/culture-architect and .opencode/skills/culture-architect in your project.
What does Culture Architect need to run?
Going by SKILL.md and its folder, Culture Architect needs Python for the scripts in its folder and the command-line tools its instructions call (python). Our summary lists: Python 3.
Does Culture Architect access the network?
SKILL.md contains no URLs. Any network use would come from the scripts or tools the agent runs. This is read from the text; nothing was executed.
Is Culture Architect safe to install?
Our automated static check of SKILL.md found no risky patterns, such as piping downloads into a shell, reading credential files or hidden Unicode. It is not a guarantee. The check reads SKILL.md only: the scripts in the folder are not scanned, so read them before running anything.
What licence does Culture Architect use?
Culture Architect is published under the MIT licence (declared in SKILL.md). It allows redistribution, so the full SKILL.md is shown on this page.
How many tokens does Culture Architect use?
About 5.6k tokens (SKILL.md is roughly 23k characters). Agents keep only the skill's name and description in context until a task matches; then they load SKILL.md in full.
What are the alternatives to Culture Architect?
Skills that share tags, products or a category with Culture Architect: Culture Architect (alirezarezvani/claude-skills, 28k stars), Company Brain Company QA (topoteretes/cognee, 32k stars), It Operations (davila7/claude-code-templates, 33k stars) and Sop Company Wiki (sickn33/agentic-awesome-skills, 47k stars). The comparison table on this page puts their stars, adoption, token cost, safety result and licence side by side.
Who maintains Culture Architect?
borghei (a GitHub user) maintains it in borghei/Claude-Skills, which has 891 GitHub stars. The repository holds 354 skills in this directory. The repository was last updated on October 7, 2026.
Source: borghei/Claude-Skills on GitHub. Facts on this page come from the repository at the commit we read; the author's words are quoted as theirs.