SOHA™Systemic Organizational Health Assessment

SOHA™ is the Systemic Organizational Health Assessment, Oceans Coaching's proprietary diagnostic for the health of a leadership system. It measures how a team functions emotionally, relationally, socially, and systemically, and returns a picture of where difficulty originates rather than where it surfaces.

An engagement survey measures how people feel; SOHA™ measures how the system behaves. It looks at decision patterns, information flow, influence structures, and the relationships between teams: the things that produce the feelings an engagement survey records.

The leadership team, together. SOHA™ reads the system rather than scoring individuals, so it needs the people whose working relationships make up that system.

An assessment report and a working session to interpret it. The report maps the four intelligences across your leadership system and identifies which priorities to act on first.

The assessment itself is completed by an unlimited number of participants in 20 minutes. The systemic team coaching journey that follows typically runs 6 to 12 months. The assessment can also be commissioned on its own.

SOHA™ measures four intelligences across a leadership system. Emotional: how well the organization recognizes and regulates the emotional dynamics that shape judgment, resilience, and performance. Relational: the trust, candor, and collaboration that let people work across relationships and boundaries. Social: how culture, group norms, belonging, and informal dynamics shape behavior. Systems: the capacity to see interdependencies, anticipate ripple effects, and coordinate action across teams and competing priorities.

No. SOHA™ reads the system, not the individuals in it. It brings together experiences, observations, and perceptions from across the leadership team and shows where perspectives converge, where they differ, and where organizational energy gains or loses momentum. To see how one leader is experienced by the people around them, the Oceans 360° Leadership Assessment is the right instrument.

Performance indicators show results; SOHA™ shows the conditions producing them. It surfaces how trust, decisions, collaboration, and execution are actually working across the leadership system, where patterns are being reinforced, and where information stops moving. Leadership teams rarely have that view, and it gives them a focused, evidence-informed starting point instead of an opinion about what is wrong.

When a leadership team needs a shared, evidence-based view before it acts: during growth, restructuring, integration, or a leadership transition; when cross-functional interdependencies are affecting enterprise performance; and before investing in team or leadership development, so the work is focused on what the evidence shows rather than on assumptions.

They answer different questions. SOHA™ looks at the whole leadership system: how the team functions emotionally, relationally, socially, and systemically. The Oceans 360° looks at one leader: how they are experienced by their direct leader, direct reports, peers, and other stakeholders. Both are debriefed as a coaching conversation, and they can be used together or on their own.

The results are interpreted in a working session with the leadership team, then move through four stages. See: the assessment shows where difficulty originates. Design: awareness becomes a small number of intentional priorities. Move: those priorities are put into practice through experimentation and feedback. Sustain: what works is reinforced so change outlasts the engagement. That work often continues as systemic team coaching over 6 to 12 months.