Organizational Culture and Climate Assessment

A Climate Assessment is a method of identifying and summarizing the current feelings and opinions within your team or organization regarding a particular topic or issue, or just about the group or organization in general. Just as the climate of a country reflects things like the temperature, amount of rain, etc., the Climate Assessment of your organization collects data related to the temperature in your company, or “what it feels like” to work in it.

A Culture Audit looks at the behavioral practices in place within your organization and the manner in which the people in your team or organization conduct their business on a day-to-day basis. As with the climate assessment, the culture audit provides a snapshot in time, in this case looking at how you and your people work together, with other employees outside the immediate work group, and with customers. This behavioral understanding of how things work can then be used in team or organizational development planning and as a benchmark for future monitoring and tracking.

Strategic Process Assessment

The Strategic Process Assessment can provide insights into how well an organization’s strategic plan is positioning the organization for success in today’s turbulent business environment. The assessment criteria are widely applicable and can be used in a variety of industries including manufacturing, health care, pharmaceuticals, engineering, telecommunications, software development, in non-profits, or in the public sector. The assessment tool is always customized for each organization, and can be used in a variety of ways including:

  • strategic planning checklist
  • evaluating the existing strategic plan
  • interim review of business initiatives
  • evaluating departmental fit with the organization’s larger strategic objectives
  • rolling out the existing strategy to the entire organization.

Team Performance Assessment

Once a team is up and running, it is helpful to periodically assess how effectively it is functioning from four dimensions:

  • how well members are working together as one cohesive group
  • team decision-making
  • the overall effectiveness of the person assigned to support or lead the team
  • the amount of support and encouragement team members are receiving from members of top management.

The assessment identifies the key areas of behaviors and attitudes that affect a team’s performance. In addition to arriving at an assessment of overall team effectiveness, teams can evaluate specific persons or groups of people to determine what improvements in their own behaviors and attitudes would enable the team to improve.

Leadership Performance Assessment

As organizations embrace the notions of empowerment and team building, they also must stress the need for effective leadership. Successful leaders recognize the different needs individuals in their organization or work group have for security and structure, or freedom and creativity. They know how to read their people and appropriately adapt their behaviors for a particular situation. They provide the direction and clarity essential for cohesiveness. And they encourage open communication and seek out feedback about their performance so that they can continuously improve and model that behavior for others.

Most people feel more comfortable engaging in some activities, and prefer to avoid others. Highly effective leaders understand their own strengths and weaknesses. They engage in activities to enhance their strengths without over-relying on them while at the same time they look for ways to address their weaknesses by improving them or by drawing on others who posses those abilities. The Leadership Assessment identifies twenty characteristics attributed to successful leaders, and it can be customized to incorporate the unique leadership competencies of your organization.