Organizational Strength Self-Assessment

Measure your Organizational Strength as a proxy for your current organizational performance and simple way to identify the most important areas for development by asking your team two questions.

  1. How do you rate current performance levels across following organizational capabilities on a scale from 1-5? [1-Very poor; 2-Poor; 3-Appropriate; 4-Strong; 5-Very strong]
  2. What are the top six capabilities that should receive significant attention/investment in the next two quarters? Please select and rank by perceived importance. [1, 2, 3, 4, 5, 6; 1 being highest priority]


Strategic clarity – Setting and communicating clear strategy and specific company goals and targets

Vision communication – Setting and communicating a clear direction and image for the marching course and future of the company

Role clarity – Enabling clarity and effectiveness by setting the expectations and mode for structure, roles and responsibilities

Meaningful values – Developing a strong mindset around meaningful values

Employee involvement – Engaging employees in dialogue about the direction and their part in making it happen


Collaboration and communication – Working and communicating effectively across teams to ensure both efficiency and work leverage

Personal ownership – Giving strong sense of personal ownership and responsibility

Professional standards – Using codified standards, policies, and rules to set behavioral expectations and enforce compliance

Knowledge sharing – Enhancing knowledge sharing across the organization

Performance contracts – Setting clear objectives and formal, explicit performance targets


Personality fit – Hiring for right attitude

Talent acquisition – Hiring for right talent

Leadership development – Developing employees for ability to lead and manage

Talent development – Developing employees for technical knowledge and skills

People performance review – Driving performance and accountability by goal assessment, feedback, and tracking


Adherence to values – Encouraging behavioral congruency with aspired values

Level of openness and trust – Encouraging candor, transparency, and open dialogue

Team spirit – Developing a strong and shared team and company spirit

Relationship building – Fostering firm, trusting, caring relationships and strong bonds

Rewards and recognition – Motivating employees through nonfinancial rewards and recognition

In setting up the survey, it’s recommended to show the list of capabilities in a random order without naming the organizational strength dimensions. When analyzing the results the capabilities can be regrouped again and overall scores calculated for each dimension.