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Score your effectiveness
low (0) ----- high (4)
Organizational Effectiveness
...use the bullet points to help you score your organization more accurately. Be a tough grader; only give the organization a 4 if the statement is true most of the time.
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1. People feel proud to be working here and are excited about what the organization is about.
People feel connected to the organization’s purpose.
The organization’s purpose is clear and used as a filter for hiring
It is energizing to work here
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2. Leaders are focused on making the most out of what the organization can be best in the world at.
Our strategic approach is grounded in our organizational DNA rather than on what we think we need.
Don’t get distracted by opportunities that would cause us to move outside of our greatness zone or away from long -term goals.
Spend energy looking for and creating opportunities to exploit our greatness not restructuring chronically.
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3. People understand and respect how their part of the organization is connected to the organization as a whole.
Progress reports are always in the context of the whole system.
People are pushing in the same direction.
People are aware of which aspect of the organization is most limiting its success and do what they can, where they are to act accordingly.
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4. We deal with reality as it is and with belief in our abilities to impact it.
There are often heated debates over “what is” that are resolved through logical means.
We don’t have the “whoever screams loudest wins” process here.
We are clear about the distinction between needed outcomes and tactics and don’t give up on outcomes.
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5. There is little self-inflicted fire-fighting.
Important things get addressed before they become urgent.
People seek solutions that address core issues versus masking or bandaging problems.
When emergency situations arise, people take the time to address it completely.
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6. People take full responsibility for their own attitudes.
There is very little finger-pointing or blaming.
People are choosing their attitudes wisely.
Clients or customers are satisfied with the manner in which complaints and issues are handled.
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7. Personal development is at the core of building the business.
People are in roles that make the most of their unique strengths.
People aren’t promoted out of their area of excellence.
Performance review is mostly about strength building than about reviewing weaknesses.
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