Overview: Organizational Assessments

D.I.AL.O.G. Organizational Assessment Instrument
Successful organizations are continually looking for ways and areas to improve in order to gain a competitive advantage. Two critical questions that are often asked by senior management are, “How do we know that resources are being properly allocated, and how can we better utilize our limited resources?” These questions moved us to examine the whole issue of what the critical elements are which contribute to organizational success. As a result of this examination, we discovered that when an organization’s systems and departments are aligned, the greater their success.
We know that the interrelationships of process and departments within an organization are an important element in determining overall success. If the marketing and R and D departments are both strong. But they are not working together the result will be the identification of products or services that no one wants. By the same token, if an organization’s structure does not support its strategy, the organization is out of alignment and the strategy will probably not be achieved. Organizations that learn to identify new relationships between what they do and the results they seek can further increase the gap between themselves and their competitors.
This is important in today’s business environment. Constant radical change, uncertainty, new rules and regulations, increased customer demands, and “alphabet soap programs” proliferate our daily business environment. How to manage it and how, to thrice under these conditions depends a great deal upon how well your organization is aligned.

What is D.L.AL.O.G.?
D.I.AL.O.G. (Data indicating Alignment or Organizational Goals) is an organizational assessment tool that provides information as to how well critical elements are working together to achieve business and strategic goals. It also identifies which of these critical elements are working against you. Our approach is unique in that we measure the interrelationships of the essential elements which become
Predictors of future strength. We are not concerned with measuring communication for communications sake, but rather how effectively an organization is communicating to its employees. Our approach is outcome-focused rather than simply measuring non-relevant activities.

How to Get Started
First, senior management must determine if there is a need for data in order to better understand their organization. Second, they must be committed to using this data to better allocate their resources to improve results. After this determination is made, an approach can be developed to gather the data from the organization.

Gathering the Data
Two methods are utilized in gathering organizational data. Personal interviews and a questionnaire survey. Personal interviews are conducted by trained facilitators to gain and understanding of the intensity of feelings tithing the organization. The survey is used to gather the depth of understanding the views of the employees, and to determine directional trends.

Key Areas of Interest
These are eight ethical areas that are measured. After year of research and validation, these areas have been found to be those with the greatest impact upon the development of organizational effectiveness. Seven of these have been identified by NIST and make up the Criteria for performance Excellence as used in the Baldrige National Quality Program.
The eighth area focuses on sustainability, sustainability is a business approach that creates long-term shareholder value by embracing opportunities and managing risks derived from economics, environmental, and social developments sustainability includes increasing productivity and or reducing consumed resources without compromising product or service quality, competitiveness or profitability.

Key Activities

  • Personal Interviews
  • Administration of D.I.AL.O.G. Instrument
  • Scoring of Responses
  • Presentation of Results
  • Discussion of positive and Negative Influences
  • Provide- Gap “Analysis an Directional Recommendations

DISC

DISC ENIGMA

Behavioral Profile
The DISC Index is the most contemporary interpretation of Dr. William Marston’s groundbreaking work into understanding and measuring a person’s natural and adaptive behavioral styles. Since each individual has their own unique preferences and habits for how they like to behave, This understanding is crucial when working with team members, as a leader or manager, or in an environment that requires conflict resolution.

Why the DISC Index?
Unlike all existing DISC profiles, the DISC Index has created an instrument that produces zero waste. With the invention of the first ever click-and-drag DISC instrument, the DISC Index generates reports ten-times as varied and individualized as other profiles on the market today.
Another unique aspect of the DISC Index is the individual treatment that each DISC Dimension receives. Instead of only considering how every dimension play in concert within an individual’s pattern or style, the DISC Index separates the four dimensions and helps and individual understand how each dimension can used to support their success.

The How of Success
To reach optimal performance, you must understand WHAT natural talents you possess, WHY you are motivated to use them, and HOW you prefer to use them. The DISC Index reviews the HOW portion or the what, why, and How trilogy. By understanding HOW you prefer to behave, you are able to better align your environments, select the work that ensures more meaning and success, and produce less stress while doing so.

Application
The DISC Index can be used in a wide variety of situations such as selection and hiring, success planning, team development, enhanced communication, and improving the relationship between managers and their team members.
Each DISC report comes with a personal debrief which includes relevance building exercises and summary questions to help individuals understand and specifically apply the knowledge to their personal and professional success.

Validation
The DISC Index is fully validated and exceeds standards set by the EEOC for validity and reliability.

Annual Goals Review

Every successful individual or organization has a plan. You need to know where you are today and what you want to accomplish in the future. However, just knowing what you want to accomplish is only the first component of a successful equation. The balance of a successful life is achieved by developing the specific plan and action steps necessary to accomplish that plan.
The Annual Goals Review will facilitate you through a process to help identify and prioritize your defined measurements for success and help you develop a specific plan of action through questionnaires, assessments, and goal achievement.
Setting clear goals for the things you want to accomplish in your organization and also in your personal life, creates a positive balance. There are no roads to “nowhere.” Achieving your purpose and your passion can be a reality!

The process
The Annual Goals Review is a structured, dynamic approach to goals achievement and personal success. This unique process allows you to crystallize those things that are important to you in both your organization and in your personal life, which helps you to define the plan to see those things come to fruition.

Organizational Elements

  • Definition of Vision and Values
  • Organizational Assessments
  • Organizational Goal Definition
  • Planning and Accomplishment

Personal Elements

  • Dream Inventory
  • Personal Assessments
  • Personal Goal Definition
  • Planning and Accomplishment

Annual Goals Review

“This unique process allows you to crystallize those things that are important to you in both your organization and in your personal life…..”