Executive Summary
CultureCore™ is the workforce-facing application of SBCMO’s Jungian archetype methodology, built to answer the question engagement surveys can’t: who, exactly, makes the decision to stay, leave, refer a colleague, or carry your brand into a patient interaction. Instead of chasing incremental lift on an average engagement score, CultureCore™ profiles the archetypal makeup of your workforce and prescribes archetype-specific campaigns and frameworks calibrated to the identity-level psychology that drives retention, performance, and institutional belonging.
CultureCore™ designs and fields a workforce survey, produces a system-wide (or acquired-workforce/new-hire cohort) archetype profile, and delivers an integrated workforce intelligence package across seven scenarios—from Branded Behavior reinforcement and morale to post-merger loyalty rebuild, recruitment fit, onboarding, and exit intelligence—bounded intentionally at the emotional layer. The result is a renewable, five-year workforce-intelligence asset that reduces churn, improves recruitment and onboarding fit, and closes the post-merger integration gap, while handing CHROs, CPOs, and CMOs structural insight they can deploy through existing HR, talent, and internal communications infrastructure.
Product Detail
How It Works
CultureCore™ profiles the motivational architecture of a health system's workforce—not what employees report on engagement surveys, but the identity-level psychology that drives retention, performance, and institutional belonging. Delivered as an integrated workforce intelligence package.
Workforce Survey Design and Fielding
Survey instrument design, deployment management, and data quality assurance, calibrated to the workforce being profiled. Survey fielding costs are billed at vendor cost plus a 10% coordination fee—well below the 15–20% industry standard.
Workforce Archetype Profile
The dominant archetypes present across the workforce, named, scored, and ranked. Each archetype is profiled across professional motivational drivers, retention triggers, communication channel preferences, leadership trust signals, and the emotional registers that earn engagement versus the ones that produce disengagement.
Workforce-Wide Archetype Application
The archetype profile applies at the workforce level—system-wide, acquired-workforce, or new-hire cohort—not at the department, role, or location intersection. Functional messages (schedules, protocols, compliance) are governed by the operational communications channels that already exist. CultureCore™ governs the emotional layer beneath them: the archetype-specific workforce engagement campaigns and operational frameworks that reinforce branded behaviors, improve morale, reduce churn, and rebuild loyalty when an organization changes shape.
Archetype-Specific Workforce Engagement Campaigns and Frameworks
The intelligence CultureCore™ produces operates exclusively at the emotional layer. Seven scenarios are in scope:
- Branded Behavior Reinforcement—workforce-facing campaigns calibrated to reinforce the staff conduct standards set by BrandLaunchHC™
- Morale and Engagement—archetype-specific campaigns that move identity-level satisfaction beyond what engagement surveys reach
- Retention and Churn Reduction—campaigns built on the archetype drivers behind why workforces stay or leave, not the operational metrics that describe the leaving
- Post-Merger Loyalty Rebuild—archetype-specific intervention strategy for acquired workforces facing identity disruption that generic change management does not address
- Onboarding and Cultural Immersion—first-90-day institutional belonging built through the new hire's archetypal lens, where the cost of first-year turnover makes the case before the campaign launches
- Recruitment—campaigns and selection intelligence calibrated to attract the workforce archetypes the system has identified as high-fit, high-retention, or culturally additive ("we need more Rulers"), rather than generic employer-brand efforts aimed at the labor market average. Three paths are available:
· Targeting (default; included)—the existing CultureCore™ archetype profile deployed as the template for recruitment campaigns the system runs through its own channels
· Geographic Precision (+$10,000 enhancement)—supplementary candidate-pool profiling layered with geographic intelligence to calibrate static OOH placement and channel selection by archetype concentration; particularly efficient when systems run their own recruitment media
· Selection Framework (+$7,000 enhancement)—behavioral interview question frameworks aligned to the workforce archetypes' high-fit profile, delivered as a strategic prescription that the system's Talent Acquisition team deploys through existing interview infrastructure
- Exit Interview Framework (+$5,000 enhancement)—archetype-aligned exit interview question frameworks that surface why archetype-specific churn is happening, delivered as a strategic prescription that the system's HR team deploys through existing offboarding processes. Exit data feeds directly back into the workforce archetype profile, sharpening every subsequent CultureCore™ engagement cycle
The Discipline of Staying at the Emotional Layer
The methodology is intentionally bounded. Functional messages remain where they already live; CultureCore™ produces emotional-layer intelligence calibrated to who the workforce is. The discipline is what makes the archetype intelligence renewable—built once and applied across multiple campaign cycles without rebuilding.
Post-Merger Workforce Integration Layer
For systems mid-or post-consolidation, the workforce archetype profile is overlaid with the legacy organizational identity to diagnose the cultural friction that generic change management does not address. Acquired workforce members face loyalty conflicts, identity disruption, and predictable turnover spikes; CultureCore™ produces the archetype-specific intervention strategy that closes the integration gap.
Integrated Intelligence Handoff
CultureCore™ outputs deploy alongside BrandLaunchHC™ Branded Behaviors and MissionAtlasHC™ enterprise platforms — the workforce profile and the community profile read against each other to produce a coherent internal-and-external brand architecture. The handoff is structural; both audiences are profiled with the same methodology, and the outputs reconcile.
Who It's For
Chief People Officers, CHROs, and CMOs at health systems where retention metrics are flat or declining despite engagement campaign investment, and the underlying archetype-level cause has never been named
- Health systems mid- or post-consolidation experiencing the predictable post-merger turnover spike, where a generic change management program is not addressing the workforce identity disruption beneath the operational integration
- Multi-facility systems where workforce culture varies materially across locations and the executive team needs structural intelligence on why—not anecdotal observation
- Health systems where Branded Behaviors are being deployed through BrandLaunchHC™ and the executive team wants the workforce-facing companion intelligence to ensure the staff conduct standards the community expects align with the workforce that has to deliver them
- Health systems whose recruitment marketing is generating volume but not fit—where new hires are arriving and leaving inside the first year because the campaigns were built for the labor market average rather than the workforce archetypes the system actually retains
- Health systems whose hiring decisions are producing high churn in the first 18 months—where the interview infrastructure is filtering for technical fit but not the archetype fit that predicts retention. CultureCore™ does not conduct interviews; it produces the framework your Talent Acquisition team uses to ask the right questions.
- Health systems whose exit data is incomplete or anecdotal—where the offboarding process surfaces departures but not the archetype-level reasons behind them. CultureCore™ does not conduct exit interviews; it produces the framework your HR team uses to surface intelligence the next engagement cycle can act on.
- If the retention, recruitment, hiring, or churn-diagnosis question is showing up—"We're losing the people we cannot afford to lose, attracting the wrong ones, hiring the wrong ones, or losing them without understanding why"—CultureCore™ is the layer that intelligence is missing.
Use Case
Scenario: A multi‑facility regional health system 18 months past a three‑system consolidation engages CultureCore™ after the predictable post‑merger turnover spike materializes in two of its three legacy organizations—and the standard engagement survey infrastructure cannot explain why turnover is concentrated in specific clinical departments and not others. CultureCore™ reveals that the acquired workforce in those departments maps to archetypes whose retention drivers have been actively eroded by the post‑merger operating model, while the workforce in the third legacy organization maps to archetypes for whom the integration changes are neutral or positive. The intervention is archetype‑specific. The turnover curve flattens within two quarters.
What You Own
What's Included
- Workforce survey design and fielding management
- Workforce archetype profile (workforce-wide, acquired-workforce, or new-hire cohort, where in scope)
- Archetype-specific workforce engagement strategy across the seven scenarios
- Recruitment Targeting (Path A)—included by default
- Post-merger workforce integration layer (where in scope)
- Integrated intelligence handoff to BrandLaunchHC™ Branded Behaviors and MissionAtlasHC™
- Permanent IP transfer of all workforce intelligence outputs
- Optional enhancements: Recruitment Geographic Precision (+$10K), Selection Framework (+$7K), Exit Interview Framework (+$5K)
What's Not Included
- Functional communications (schedules, protocols, compliance, operational updates)—governed by your existing internal communications channels
- Department-, specialty-, role-, or location-level micro-segmentation—outside the methodology's emotional-layer discipline
- Interview administration, hiring decisions, exit interview administration, EEOC-validation testing, selection-instrument legal review, and industrial-organizational psychology services—addressed by your Talent Acquisition team, HR partners, and assessment validation firms; CultureCore™ produces the archetype-aligned frameworks that inform those engagements
- Compensation, benefits, performance review, succession planning, organizational design, and DEI strategy—addressed by HR consulting partners; CultureCore™ produces the archetype intelligence that informs those engagements where appropriate
- Survey fielding costs (third-party panel data)—billed at vendor cost plus 10% coordination fee
- Internal communications production and deployment—handled by your internal team or production partner; coordination available through the same Digital Configuration Coordination add-on offered on BrandLaunchHC™
- Branded Behaviors (HR-enforceable staff conduct standards)—addressed in BrandLaunchHC™
- Recruitment media buying and execution—handled by your existing recruitment partners or available through the optional Campaign Execution Service