{"id":2919,"date":"2026-08-02T14:01:44","date_gmt":"2026-08-02T12:01:44","guid":{"rendered":"https:\/\/www.o2c2.eu\/?page_id=2919"},"modified":"2026-08-02T14:01:44","modified_gmt":"2026-08-02T12:01:44","slug":"measure-the-innovation-climate","status":"publish","type":"page","link":"https:\/\/www.o2c2.eu\/en\/insights\/measure-the-innovation-climate\/","title":{"rendered":"Measure the innovation climate"},"content":{"rendered":"<section class=\"l-section wpb_row height_medium\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_flex valign_middle type_default stacking_default\" style=\"--additional-gap:15px;\"><div class=\"vc_col-sm-3\/5 wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><nav class=\"g-breadcrumbs us_custom_d8c43b5d has_text_color separator_icon align_none\" itemscope itemtype=\"http:\/\/schema.org\/BreadcrumbList\"><div class=\"g-breadcrumbs-item\" itemscope itemprop=\"itemListElement\" itemtype=\"http:\/\/schema.org\/ListItem\"><a itemprop=\"item\" href=\"https:\/\/www.o2c2.eu\/en\/\"><span itemprop=\"name\">Home<\/span><\/a><meta itemprop=\"position\" content=\"1\"\/><\/div><div class=\"g-breadcrumbs-separator\"><i class=\"far fa-chevron-right\"><\/i><\/div><div class=\"g-breadcrumbs-item\">Pages<\/div><\/nav><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><b>You measure the innovation climate using a validated tool that assesses the day-to-day work atmosphere across the dimensions that predict creativity and change\u2014such as challenge, freedom, trust, time for ideas, and willingness to take risks.<\/b> The international standard for this is the Situational Outlook Questionnaire (SOQ), based on fifty years of research by G\u00f6ran Ekvall and Scott Isaksen. The assessment reveals where the climate fosters innovation and where it hinders it, and provides leaders with concrete levers to make adjustments.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-btn-wrapper align_none\"><a class=\"w-btn us-btn-style_2\" href=\"https:\/\/www.o2c2.eu\/organisaties\/oplossingen\/innovatievermogen-opbouwen\/#oplossingen\"><span class=\"w-btn-label\">Onze oplossingen<\/span><\/a><\/div><\/div><\/div><\/div><div class=\"vc_col-sm-2\/5 wpb_column vc_column_container imgtopleftradius has_bg_color stretched\"><div class=\"vc_column-inner us_custom_04b9bfcc\"><div class=\"wpb_wrapper\"><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_small\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_flex valign_top type_default stacking_default\"><div class=\"vc_col-sm-8 wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h3><b>Climate is not a synonym <i>for culture.<\/i><\/b><\/h3>\n<p>In practice, the terms are often used interchangeably, but in organizational psychology they refer to different constructs, with different time horizons and different measurement methods. Ekvall (1987) and, later, Schein (2010) describe the distinction as follows: <b>culture is the deep structure of shared values, beliefs, and unspoken assumptions that define an organization\u2019s identity<\/b>\u2014relatively stable, slow to change, and often not explicitly articulable by the members themselves. <b>Climate is what people experience on a daily basis at the surface of that culture: the recurring patterns of behavior, attitude, and feeling that characterize working life<\/b>. In Schein\u2019s terminology, climate is an artifact of culture\u2014more visible, more readily measurable, and significantly more influenceable within the timeframe in which an organization operates.<\/p>\n<p>Ekvall\u2019s classic definition states: climate is the totality of recurring patterns of behavior, attitudes, and feelings that characterize life within an organization. It is not an individual perception, but an organizational characteristic shared by its members and empirically demonstrable as <b>a distinct layer between individual behavior and organizational outcomes.<\/b><\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><\/div><\/div><\/div><div class=\"vc_col-sm-4 wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row us_custom_b03640aa height_medium\" id=\"oplossingen\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_flex valign_bottom type_default stacking_default\"><div class=\"vc_col-sm-12 wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h6>The dimensions<\/h6>\n<\/div><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h3><b>Nine dimensions, <i>each with its own definition.<\/i><\/b><\/h3>\n<p>The nine dimensions are the result of repeated factor analyses conducted over several decades and have remained substantively stable since Version IV (1995). Eight of them are positively formulated: a higher score indicates a climate that better supports innovative and meaningful work. Conflict is the only inverse dimension.<\/p>\n<p>01 <b>Challenge &amp; Involvement<\/b><\/p>\n<p>The degree of emotional investment and personal commitment to the organization\u2019s goals and operations.<\/p>\n<p>02 <b>Freedom<\/b><\/p>\n<p>The independence people experience in shaping their own work, taking initiative, and making choices about how tasks are carried out.<\/p>\n<p>03 <b>Trust &amp; Openness<\/b><\/p>\n<p>The emotional safety in relationships within the organization: can people speak freely and honestly without fear that this openness will be abused?<\/p>\n<p>04 <b>Idea Time<\/b><i>\u00a0<\/i><\/p>\n<p>The amount of time people can and are allowed to spend developing new ideas, separate from carrying out existing tasks.<\/p>\n<p>05 <b>Playfulness &amp; Humor<\/b><\/p>\n<p>The spontaneity and relaxed atmosphere evident in the work environment\u2014a climate in which lightheartedness and humor are permitted.<\/p>\n<p>06 <b>Conflict (INVERS)<\/b><\/p>\n<p>The presence of personal and emotional tensions\u2014as opposed to substantive debate. This is the only dimension where a low score is desirable.<\/p>\n<p>07 <b>Idea Support<\/b><\/p>\n<p>The way in which new ideas are received: with constructive attention and constructive feedback, or ignored and tacitly dismissed.<\/p>\n<p>08 <b>Debate<\/b><\/p>\n<p>The extent to which differing opinions, experiences, and perspectives actually clash and are explored in depth.<\/p>\n<p>09 <b>Risk-Taking<\/b><i>\u00a0<\/i><\/p>\n<p>The tolerance for uncertainty and ambiguity: can new initiatives be undertaken without fear of negative consequences in the event of failure?<\/p>\n<\/div><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h3><\/h3>\n<h3>Comparison of Measurement Tools<\/h3>\n<p>There are many tools in circulation that measure \u201csomething\u201d about culture or atmosphere: engagement surveys, eNPS, and custom-built questionnaires. While these have their uses, they fall short in three key areas when it comes to the innovation climate: they measure satisfaction rather than the conditions for creativity; they lack scientific validation across the relevant dimensions; and they do not provide a benchmark.<\/p>\n<p>The <b>Situational Outlook Questionnaire (SOQ)<\/b> was specifically designed to measure the climate for creativity and change, across precisely the nine dimensions listed above. The tool is available in dozens of languages, has been validated in peer-reviewed research, and combines quantitative scores with open-ended questions\u2014so you not only know that \u201cidea time\u201d scores low, but also why people experience it that way. Because the SOQ can be broken down by team or department, you can also see exactly where in the organization the climate is problematic.<\/p>\n<p>An SOQ process is guided by a <a href=\"https:\/\/www.o2c2.eu\/netwerk\/gecertificeerde-soq-gebruikers\/\"><u>certified SOQ practitioner<\/u><\/a>, who sets up the assessment, interprets the results, and facilitates feedback to teams and leadership.<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h3>From Measurement to Action<\/h3>\n<p>A climate assessment isn\u2019t a thermometer to be tucked away in a drawer\u2014its value lies in what comes next.<\/p>\n<p><b>Feedback to the teams themselves. <\/b>The results belong to the people who completed the survey. A good feedback session allows teams to interpret for themselves why the scores are what they are and what needs to change.<\/p>\n<p><b>Leadership behavior as a lever. <\/b>Every dimension can be traced back to specific leadership behaviors. If support for ideas scores low, the question is: what actually happens in this organization when someone comes up with an idea? Leaders who understand their organizational climate can act as \u201cclimate architects\u201d to make targeted adjustments\u2014read more about this in our articles on <a href=\"https:\/\/www.o2c2.eu\/insights\/\"><u>facilitating<\/u><\/a> <a href=\"https:\/\/www.o2c2.eu\/insights\/\"><u>leadership<\/u><\/a>.<\/p>\n<p><b>Repeat the assessment. <\/b>The climate is constantly evolving. By reassessing after twelve to eighteen months, you can see whether interventions are working and keep the topic on the agenda.<\/p>\n<p><b>Link it to a broader innovation process. <\/b>A climate assessment is the ideal baseline measurement for anyone who <a href=\"https:\/\/www.o2c2.eu\/en\/organizations\/solutions\/building-innovation-capability\/innovation-culture\/\"><u>wants to systematically build innovation capacity<\/u><\/a>: it tells you where to start and makes progress demonstrable.<\/p>\n<h3>Get Started Yourself<\/h3>\n<p>Want to know how your organization scores in terms of its climate for creativity and change? o2c2 guides SOQ assessments from intake to action plan, with certified practitioners and benchmarks drawn from fifty years of research. <a href=\"https:\/\/www.o2c2.eu\/en\/make-an-appointment\/\"><u>Schedule an appointment<\/u><\/a> for a no-obligation introductory meeting.<\/p>\n<\/div><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h3><\/h3>\n<h3><strong>Frequently Asked Questions<\/strong><\/h3>\n<p><strong>How long does a climate assessment take?<\/strong><\/p>\n<p>The questionnaire itself takes about twenty minutes per employee: 53 scale items and three open-ended questions, completed online in the employee\u2019s own language. The entire process\u2014design, assessment, analysis, and feedback\u2014typically takes three to six weeks.<\/p>\n<p><strong>What is the minimum team size for the SOQ to be useful?<\/strong><\/p>\n<p>From a single team to an entire organization. For reliable team scores, a minimum of about eight respondents per unit is required; we combine smaller groups at a higher aggregation level.<\/p>\n<p><strong>How does this differ from an employee satisfaction survey?<\/strong><\/p>\n<p>Satisfaction measures whether people are happy\u2014an assessment of the present. Work climate measures whether the environment enables new and meaningful work\u2014a prerequisite for the future. A team can be completely satisfied yet structurally uninnovative; it is precisely this divergence that the SOQ reveals. The assessment therefore does not replace your satisfaction survey; it complements it.<\/p>\n<p><strong>Are the responses anonymous?<\/strong><\/p>\n<p>Yes. No one sees individual responses\u2014not even the facilitator. You will receive only the team profile: nine dimension scores compared to benchmarks, plus the anonymized analysis of the open-ended questions. The results belong to your team and will not be shared with anyone without your explicit consent.<\/p>\n<p><strong>What happens after the assessment?<\/strong><\/p>\n<p>During a feedback session, you\u2019ll receive a report with your team\u2019s nine-dimension scores, compared against benchmarks from demonstrably innovative and stagnant organizations, and supplemented with a qualitative analysis of the responses to the open-ended questions. We\u2019ll first discuss the results with you, then spend half a workday with the team, where the data will be translated into concrete agreements. A follow-up assessment after six to twelve months will show what has actually changed.<\/p>\n<p><strong>How much does a climate assessment cost?<\/strong><\/p>\n<p>The initial assessment costs \u20ac50 per participant plus a \u20ac350 processing fee. The feedback session (2 hours) and the half-day workshop cost \u20ac850\u2014so \u20ac1,700 for a team of ten (excl. VAT), including a comprehensive report with dimension scores, benchmarks, and the analysis of the open-ended questions. Those who want to go further can build on this: a guided intervention program consisting of three sessions (\u20ac3,500\u20135,500) or a semi-annual re-assessment (\u20ac35 per person + \u20ac400). You can start at the level that best suits your organization\u2019s current needs.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row us_custom_5016ded7 height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_flex valign_top type_default stacking_default\"><div class=\"vc_col-sm-12 wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"w-hwrapper valign_middle wrap default_align_right laptops_align_right tablets_align_right mobiles_align_none\" style=\"--hwrapper-gap:1rem\"><div class=\"w-btn-wrapper align_right\"><a class=\"w-btn us-btn-style_3\" href=\"https:\/\/www.o2c2.eu\/maak-een-afspraak\/\"><span class=\"w-btn-label\">Maak een afspraak<\/span><\/a><\/div><div class=\"w-btn-wrapper align_right\"><a class=\"w-btn us-btn-style_1\" href=\"https:\/\/www.o2c2.eu\/contact\/\"><span class=\"w-btn-label\">Contacteer ons<\/span><\/a><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_auto width_full\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_flex valign_top type_default stacking_default\"><div class=\"vc_col-sm-12 wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"w-image us_custom_8c997be1 imgopacity has_height align_none\"><div class=\"w-image-h\"><img decoding=\"async\" src=\"https:\/\/www.o2c2.eu\/wp-content\/uploads\/2025\/05\/Logo_oc2c.svg\" class=\"attachment-full size-full\" alt=\"logo o2c2\" loading=\"lazy\" \/><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_flex valign_top type_default stacking_default\"><div class=\"vc_col-sm-1 wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><div class=\"w-separator size_medium\"><\/div><\/div><\/div><\/div><\/div><\/div><\/section>\n","protected":false},"excerpt":{"rendered":"HomePagesYou measure the innovation climate using a validated tool that assesses the day-to-day work atmosphere across the dimensions that predict creativity and change\u2014such as challenge, freedom, trust, time for ideas, and willingness to take risks. The international standard for this is the Situational Outlook Questionnaire (SOQ), based on fifty years of research by G\u00f6ran Ekvall...","protected":false},"author":2,"featured_media":0,"parent":1321,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_mo_disable_npp":"","_monsterinsights_skip_tracking":false,"footnotes":""},"class_list":["post-2919","page","type-page","status-publish","hentry"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.0.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"Psychologische veiligheid is de sterkste voorspeller van teamprestaties. 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