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Organisational Development International conducts two different diagnostics that both drill down to specific behaviours or competencies for development. Both diagnostics are produced from an online survey that asks the respondents to rate the performance and importance of a range of aspects. These diagnostic questions have been formed from our experience with organisations as well as from comprehensive review of research of organisational change and development.

As a result, you gain a comprehensive perspective of the values and perspectives of the people of your organisation about the aspects that are driving your performance. Together with your team's experience and insight, you can then develop an action plan for development that targets areas that are limiting the organisation..

These diagnostics are self-normalising. That's because we think benchmarking is a distraction. We compare your organisation's performance to the importance you place on each aspect. We can also compare the perspectives of different regions, levels of management or in other ways that are important to you.

Our organisational diagnostic reveals the importance and performance of 12 organisational dimensions. These dimensions are related to the contributing functions of the organisation. These dimensions are:-

odidifferenceInnovation
Leadership
Strategy
Organisational Culture
Workgroup Climate
Systems
Structures
Management Practices
Work Skills
Motivation
Understanding Individuals
Organisational and Individual Performance

Each of these organisational "dimensions" has a "drill down" that contains 12 "aspects" that represent different points of development. More information is found on the "dimension drill down" page

The potential points of debrief for this diagnostic are:-
1. Are these dimensions as important to the people of the organisation as the organisation's leaders want them to be? If not, how do we raise the importance of these things?
2. Is the performance of these dimensions as we expected? Which ones need development
3. Where is the largest difference between importance and performance? This represents the points of greatest tension in the organisation
4. Which "drill downs" do we want to consider to discover more detail about the above so we can plan for development?

 

 

 

 

 

culturalOur cultural diagnostic reveals the importance and performance of 8 cultural dimensions. These dimensions are related to the conduct or the values of the organisation.

culturaldifferenceInnovation
Alignment
Caring
Teamwork
Results
Empowerment
Ethics
Attitudes

The cultural dimensions or values listed above may not be your organisation's values, but important information about the take up of your organisation's values and other values is contained in the diagnostic.

Each of these "cultural" dimensions has a "drill down" that contains 12 "aspects that contribute to that dimension. More information is found on the "dimension drill down" page

The potential points of debrief for this diagnostic are:-
1. What cultural dimensions or values do the people of your organisation place importance on? Are these the organisation's stated values or other values?
2. What do the people in your organisation believe to be the strongest values and are you aware of these?
3. What are the largest gaps in desired culture and actual culture in the organisation?
4. Which "drill downs" do we wish to consider to discover more detail about the above so we can plan for development
consultationcultural