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.
- 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]
- 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.
BUILDING STRONG ORGANIZATIONS 