Assessment: Change Readiness
October 21, 2008
A recent article, Eight Fundamentals of a Successful Change Initiative, listed the following key factors that are the foundation for organizational change:
- Know Your Organization
- Define The Future
- Obtain Leadership Commitment
- Involve Employees
- Plan Communication
- Ensure Accountability
- Provide Resources
- Use A Change Methodology
The Enclaria Change Readiness Assessment measures how well you are performing each of these activities. The assessment includes a 2-page questionnaire, a tally sheet, and a chart so you can see your biggest opportunities for improvement. Download the Change Readiness Assessment.
Assessment: Personal and Professional Satisfaction
September 15, 2008
The Coaches Training Institute has created these “Assessment Wheels,” which measure your level of satisfaction with different aspects of your life. So often, we focus on one or two aspects of our lives while ignoring others. The Assessment Wheels give you the opportunity to evaluate whether other parts of your life need attention.
In coaching, the wheels are often used as a starting point for the conversation. They are not meant to be a comprehensive evaluation of your life, but are designed to give you food for thought for how you might use a coach to improve your life, personally or professionally.
These assessments are posted with permission from The Coaches Training Institute.
Employee Survey: Factors That Increase Innovation
September 8, 2008
In an effort to better understand employee innovation, I developed an employee survey to answer the question: “How can we increase the number and quality of ideas suggested by employees?”
The survey was developed based on a model for increasing employee involvement*, which includes four elements:
- Power: For employees to become involved, they need to have the power to do so. In the case of submitting ideas, employees need to feel that their ideas will be considered, will be valued, and will be implemented.
- Information: Employees need timely access to relevant information in order to know best how to focus their creative efforts.
- Knowledge/Skills: Employees can only contribute to the level of their knowledge and skills.
- Rewards: In order to be motivated to contribute, employees need incentives, either internal or external.
The results of the survey helped design an improved suggestion box program, which increased the number of ideas suggested by a factor of nine. See the post “Case Study: A Roundabout Path to Increasing Employee Suggestions.”
Given the chance to redesign the survey, I would have mixed up the categories more so they would not be grouped together. Also, it would have been a good practice to make more questions inverted, to reduce bias in the questionnaire. Overall, the survey provided us with good information from which we were able to take action and make a measurable improvement.
* Source: Cummings and Worley, Essentials of Organization Development and Change, South-Western College Publishing, 2001, pg 172-173.
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