Organisational Diagnosis
Organisational diagnosis is about the following process:
Defining the desired state: This is usually done as part of or shortly after the strategy session with full participation of the executives. The outcomes are a Leadership Competency Framework and a Desired Organisational Culture.
Climate diagnosis: Climate is defined as the mood of the organisation – how employees feel about their organisational experience. I have developed a quantitative online climate survey that can be used to gauge the climate in most small to medium-sized organisations. It focuses on strategy, leadership, relationships, structure, rewards (remuneration and recognition), organisational support, change/transformation and engagement.
Culture diagnosis: Culture is defined as the personality of the organisation. How do the espoused values compare to the lived values? How are things done? What is the work ethic like? What is the business ethic like? Who are the heroes? What are the stories that characterise the organisation? Culture diagnosis is usually done qualitatively by means of focus groups, interviews and observations.
Leadership competence diagnosis: An assessment centre approach can be followed to determine which capabilities need development for leaders to be agents of transformation in the organisation.
- Defining the desired state (culture and leadership competence) of the organisation to successfully achieve its strategy;
- Investigating the current reality of an organisation in those same terms; and
- Identifying the gap between the current reality and the desired state.
Defining the desired state: This is usually done as part of or shortly after the strategy session with full participation of the executives. The outcomes are a Leadership Competency Framework and a Desired Organisational Culture.
Climate diagnosis: Climate is defined as the mood of the organisation – how employees feel about their organisational experience. I have developed a quantitative online climate survey that can be used to gauge the climate in most small to medium-sized organisations. It focuses on strategy, leadership, relationships, structure, rewards (remuneration and recognition), organisational support, change/transformation and engagement.
Culture diagnosis: Culture is defined as the personality of the organisation. How do the espoused values compare to the lived values? How are things done? What is the work ethic like? What is the business ethic like? Who are the heroes? What are the stories that characterise the organisation? Culture diagnosis is usually done qualitatively by means of focus groups, interviews and observations.
Leadership competence diagnosis: An assessment centre approach can be followed to determine which capabilities need development for leaders to be agents of transformation in the organisation.
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