ORGANIZATIONAL ASSESSMENTS
Look closely at how your people lead, communicate, and work together. Use the findings to identify priorities, shape development, and review progress over time.
Picture two teams with similar responsibilities. One catches problems early. The other misses handoffs, repeats work, and keeps escalating issues. Everyone has a theory about why.
Before choosing more training or another initiative, examine how the work is actually managed.
RainmakerThinking’s Leadership Culture/Management Practices Assessment can benchmark organizational, team, and individual practices and help you identify where to focus.
What do you need to understand before your next decision?
Talk with us about assessing your organization →
How clearly do managers communicate responsibilities, priorities, and standards?
Do one-to-ones, team discussions, and written follow-up provide the guidance people need?
How do managers monitor progress, address problems, and recognize strong performance?
Discuss the challenges you want to understand, the people to involve, and how you intend to use the findings.
Depending on the agreed scope, the assessment can use surveys, questionnaires, focus groups, and interviews to examine management practices.
Use the findings to recognize strengths, identify gaps, and set priorities for development and support.
Follow-up assessment can help you examine change over time, including year-over-year progress when it fits the engagement.
Assessment is most useful when it informs what you do next. Focus learning and support on the practices your organization needs to strengthen.
Use the findings to shape workshops or a development series around shared priorities.
Use coaching and advisory conversations to help leaders apply new practices and address barriers.
Return to your starting questions to understand what has changed and where more work is needed.
You may want to understand inconsistent practices across teams, focus a leadership initiative, or establish a baseline for an ongoing effort.
We’ll discuss your goals, the appropriate scope, and how the findings can support decisions before shaping the assessment.
“Bruce quickly grasps employees’ motivations and their capacity to perform and develops solutions for creating positive change.”
Craig Anderson
CFO, Operation Smile; CFO, HJF for the Advancement of Military Medicine (1993–2017)
Title and affiliation at the time of the testimonial.
Tell us which patterns concern you and what decisions you need to make. We’ll discuss the questions an assessment should answer and how the findings could guide action.
mail@rainmakerthinking.com
203-772-2002
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