There are many instances when a company would need a quick yet comprehensive x-ray of its strengths and weaknesses. A new CEO has just joined a major media company and isn’t sure what her internal priorities should be. Two shipping companies are about to merge, and the transition team wants to head off any cultural integration problems. A foodservice company’s executives notice they are having a retention problem—but they don’t know why. Our proprietary Organizational QuickStrike® assessment helps companies identify critical problem areas and actions—in weeks, not months. Through this process, leaders can quickly discover where they stand on the six key dimensions that drive organizational effectiveness, get a snapshot of their organizational priorities, and build a roadmap for executing critical change.   

Organizational QuickStrike® is a proven way to rapidly diagnose an organization’s dimensions

What is it?

An in-depth, rapid diagnostic focusing on the people and organizational issues that are levers of value creation or potential obstacles to sustainable change.

How does it work?

Our approach uses a flexible framework with core analysis and supplementary, targeted deep dives. We investigate six dimensions to identify opportunities and obstacles, and to determine root causes of inefficiency.

oqs 400x400

Organizational Effectiveness Model

Investigates the six make or break dimensions, asking questions including:

  • Are roles and outputs clearly aligned?
  • Does the organization understand the strategy? Are they committed to it?
  • Does the structure of the organization facilitate appropriate flow of work?
  • Do organizational processes enable high performance?
  • Does the talent management system incentivize the right behaviors?
  • How engaged are employees?
  • Does the culture yield discretionary effort that advances the strategy? 

Investigates the six make or break dimensions, asking questions including:

  • Are roles and outputs clearly aligned?
  • Does the organization understand the strategy? Are they committed to it?
  • Does the structure of the organization facilitate appropriate flow of work?
  • Do organizational processes enable high performance?
  • Does the talent management system incentivize the right behaviors?
  • How engaged are employees?
  • Does the culture yield discretionary effort that advances the strategy? 

Global Coordinators

Global Team

There are many instances when a company would need a quick yet comprehensive x-ray of its strengths and weaknesses. A new CEO has just joined a major media company and isn’t sure what her internal priorities should be. Two shipping companies are about to merge, and the transition team wants to head off any cultural integration problems. A foodservice company’s executives notice they are having a retention problem—but they don’t know why. Our proprietary Organizational QuickStrike® assessment helps companies identify critical problem areas and actions—in weeks, not months. Through this process, leaders can quickly discover where they stand on the six key dimensions that drive organizational effectiveness, get a snapshot of their organizational priorities, and build a roadmap for executing critical change.   

Organizational QuickStrike® is a proven way to rapidly diagnose an organization’s dimensions

What is it?

An in-depth, rapid diagnostic focusing on the people and organizational issues that are levers of value creation or potential obstacles to sustainable change.

How does it work?

Our approach uses a flexible framework with core analysis and supplementary, targeted deep dives. We investigate six dimensions to identify opportunities and obstacles, and to determine root causes of inefficiency.

oqs 400x400

Organizational Effectiveness Model

Investigates the six make or break dimensions, asking questions including:

  • Are roles and outputs clearly aligned?
  • Does the organization understand the strategy? Are they committed to it?
  • Does the structure of the organization facilitate appropriate flow of work?
  • Do organizational processes enable high performance?
  • Does the talent management system incentivize the right behaviors?
  • How engaged are employees?
  • Does the culture yield discretionary effort that advances the strategy? 

Investigates the six make or break dimensions, asking questions including:

  • Are roles and outputs clearly aligned?
  • Does the organization understand the strategy? Are they committed to it?
  • Does the structure of the organization facilitate appropriate flow of work?
  • Do organizational processes enable high performance?
  • Does the talent management system incentivize the right behaviors?
  • How engaged are employees?
  • Does the culture yield discretionary effort that advances the strategy? 

Global Coordinators

Global Team