Organizational Assessment

Workplace Effectiveness Change Architecture Organizational Network Analysis
Organizational Assessment Strategic Planning

Understand what really works in your organization—not just what’s intended.

Allows leaders to act intentionally, leveraging influence where it truly exists

Organizational Assessment insights at system-level, team-level and leader-level

Our Assessments and Diagnostics help leaders see how information, decisions, perceptions and influence flow across the enterprise.
Our assessments surface systemic patterns that shape alignment, accountability, engagement and execution.

We use a multi‑method approach that combines quantitative data with qualitative insight to create a clear picture of your organization’s ecosystem.

Organizational Assessment - Outcomes, Lasting Value, and Customized Solutions

We incoporate our Strategic Listening Architecture^™throughout Organizational Assessments. This deliberately planned approach engages with and gains insight from employees, equipping organizations with quantitative and qualitative strategies that lead to greater inclusion and retention success at individual, team and systems levels.

As an industry leader in listening assessment at the individual, team and system level, see our time-tested methods below:

Diagnostic Methods

We tailor each assessment using a mix of the tools below, based on your context, size and goals.

1. Leadership and Stakeholder Interviews

Our in-depth interviews go beyond the surface level of known issues to gain new insights. Using appreciative inquiry, our one-to-one interviews uncover:

Leadership intent versus employee experience
Decision‑making and escalation norms
Assumptions about accountability, ownership and follow‑through
Alignment and/or misalignment across the leadership system

2. Employee and Pulse Surveys

Our turnkey survey hosting, survey design, administration of the confidential survey, analysis and recommendations provide a seamless process. We offer a quantitative and qualitative baseline:

Strategic clarity and alignment
Trust in leadership
Stakeholder engagement – authentic voices, feedback and communication
Accountability and decision clarity

3. Focus Groups

Our expert facilitators create a safe, accepting space for confidential conversations to explore real experiences to help explain WHY survey patterns exist. Explore:

Behavioral signals for “what really matters” in the organization
Build confidence that input is valued, and individuals are “seen and heard”
Shared narratives that rarely appear in survey data alone
Ensured understanding for meaningful impact on change going forward
Clarification on how messages are interpreted in day‑to‑day work

Organizational Network Analysis and Communication Audits

4. Organizational Network Analysis (ONA) or Communication Audits

Reveal how work and communication actually flow beyond organizational charts.

Help identify:

How information flows (channels, frequency, clarity and consistency)
Where communication aligns with strategy and where it breaks down
Accountability and ownership across functions and levels
Places where leader visibility, credibility, trust and collaboration are strong
Informal influencers and information brokers
Bottlenecks, silos and overload points
Where employees seek advice, support and approval

Workplace Effectiveness & Collaboration Blogs

What Can Aspen Teach Us About Collaboration?

By Kittie Watson | March 22, 2019

Did you know that aspen trees in Trembling Giant grove in Utah are the oldest living organism in the world—over 80,000 years old? You might ask, “how is that possible?” Our answer is twofold: Collaboration and Support.

Collaboration, Encouragement and Barn-raising

By Kittie Watson | October 16, 2018

The Cajun Navy, an informal network of good Samaritans with small watercraft, mobilized once again in the last few weeks—this time to help the victims of Hurricanes Florence and Michael. Formed as a response to Katrina in 2005, the so-called Cajun Navy has saved thousands of stranded people and lives. Their emergent activity, now an integral component of hurricane disaster relief, has similar characteristics to what many Amish families experience with barn-raising when disaster strikes in their communities.

Avoid Deadly Organizational Storms and Employee Silence

By Kittie Watson | September 7, 2018

Unlike natural disasters, many organizational rogue waves can often be avoided and/or minimized. Effective leaders communicate and prepare their “crews” for rough seas and unexpected weather patterns so that they know what to do. When crews hear “hold fast,” for example, they know to batten down the hatches and get to a secure position. Prepared for changes and obstacles, they are more likely to navigate the challenges without media attention and/or employees abandoning the ship.