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THE PURPOSES OF THE ASSESSMENT STAGE:
Among other tools, we utilize the Denison Organizational Culture Survey as an assessment instrument. The DOCS is a powerful tool that enables leaders, key stakeholders, and employees to understand the impact their culture has on the organization's performance and learn how to redirect their culture to improve organizational effectiveness.
The Denison Organizational Culture Survey translates often difficult to understand behavioral concepts about organization culture into tangible everyday business action and strategies. It enables leaders, key stakeholders and employees of all levels to understand the impact their culture has on the organization's performance and learn how to redirect their culture to improve organizational effectiveness.
Individuals throughout the organization provide anonymous, confidential feedback to 60 items on a scannable form or through an internet connection. The responses are collected at the Scoring Center for tabulation and are aggregated into the organization's data file. A Summary Report presents a color graphic that interprets the results in aggregate and then provides detail about each survey item and 12 cultural attributes comprised of responses to these 60 items. Results can be broken out by subgroups (departments, divisions, offices, etc.) if arranged in advance of the survey.
Comparisons are made to high performing and low performing organizations. Periodic surveys using DOCS can help an organization stay on track with developing the performance culture it wants.
* Creates a readily understandable measure of organizational culture and its potential impact on bottom-line performance.
* Helps determine relative organizational competitiveness.
* Helps focus management attention and investment in priority order on those organizational issues that have potential for bottom-line payoffs.
* Provides a logical, researched connection between actions taken to affect culture and a tangible, financial payoff.
* Evaluate an organization's preparedness to compete in its industry.
* Benchmark an organization's culture to that of high-performers.
* Measure the existing culture and determine the organization's strengths and weaknesses.
* Implement suggested actions regarding organizational culture to improve tangible operational performance.
* Help manage the successful merger of separate cultures and organizations.
* Discover through use with Paper Planes, Inc. simulation how cultural differences offset organizational performance.
* Measures organizational culture on four major characteristics: Mission, Consistency, Adaptability and Involvement.
* Measures employee perceptions on 60 items that yield scores on 12 cultural attributes.
* Produces a powerful, visual summary of strengths and weaknesses in organizational culture.
* Provides detailed feedback on specific aspects of the organization's culture and how it is viewed overall and by subgroups.
LEADERSHIP DEVELOPMENT SURVEY
In addition to the culture assessment, LTDG will interview a select number of workshop participants to gauge topics of interest and specific requested details.
The Denison Leadership Development Survey provides leaders and managers with feedback on how their specific management practices can impact bottom-line organizational performance. This 360° instrument is the result of 15 years of research from the University of Michigan Business School. The research studies define the relationship between leadership, organization culture, and organizational effectiveness.
The Denison Leadership Development Survey is a 360-feedback instrument based on the same 15 years of research that led to the development of the Denison Organizational Culture Survey. The DLDS gathers perspective and opinion from an individual leader and up to 10 selected "others" regarding leadership performance. Performance is measured by 96 items that require only about 20 minutes to complete. "Others" may include subordinates, peers and supervisors. The confidential and aggregated responses of these "other" respondents is compared to the self assessment of the leader in a color graphic that clearly highlights the leadership strengths and weaknesses of the individual manager. These 96 items review leadership performance in 12 important areas that represent the four organizational culture traits as defined in the Denison Organizational Culture Survey.
* Builds understanding of a leader's role in creating the culture of a high-performance organization.
* Allows leaders to learn how others, who are important to their success, see their performance.
* Creates a common view among organizational leaders of the skills and leadership traits that are critical for organization to succeed.
* Identifies strengths and weaknesses of leaders in 12 important skill areas.
* Benchmark an individual's leadership performance.
* Compare leadership performance to skills of higher-performing and lower-performing leaders.
* Establish a common model for leadership effectiveness throughout the organization.
* Track leadership development with periodic testing.
* Use in conjunction with the Denison Organizational Culture Survey to apply the learning at an individual level.
* Collects anonymous, confidential feed back from supervisors, peers and subordinates who observe the leader's behavior.
* Compares self-perceptions to perceptions of other observers.
* Compares leader's effectiveness to that of high-performing and low-performing leaders.
* Helps develop leadership skills essential to adapting in a changing environment. Demonstrates how specific management skills and practices affect leadership performance.
* Helps establish a plan for addressing leadership development needs.
The DLDS can be re-administered to participants as a follow-up measure of the effectiveness of the program, and to indicate areas of continued opportunity for improvement.