Organizational Assessment
Understand what really works in your organization—not just what’s intended.
Allows leaders to act intentionally, leveraging influence where it truly exists
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.
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.
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
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
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
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
5 Tips for Women in Leadership
Whether you are launching into your first leadership role or enjoying a well-deserved promotion, as a woman (especially a woman of color), it often feels like you need to prove yourself and your capabilities to your team. To boost your confidence and remind you that “You’ve got this,” we offer five success factors with tips […]
How Your Leaders Need to Support Women as Allies
Painting by Rebecca Ripley With Women’s History month, we encourage you to gain a deeper understanding of the women around you. What is their experience in your workplace and how might you become an effective ally? With greater self-awareness, we can all learn to model behaviors and institute practices that advocate for women and others […]
Why Leaders Are Failing at Holding Ongoing Equity & Inclusion Dialogues
As you reflect on events over the last 18 months, what is top of mind? Besides Covid-19, we are reminded of political unrest, cyberattacks, natural disasters (hurricanes, earthquakes, fires, etc.), Afghanistan US withdrawal, climate change, supply chain disruptions and ongoing racial and social justice issues. This is not a very upbeat list, so we need […]
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