Assessments are structured, research-validated tools to learn more about people and groups. They are used to measure aptitudes, tendencies, competencies, and values, and are designed as a systematic way to yield in-depth insight about a subject for analysis and comparison.
Whitney uses many assessments in her daily work; some she is certified to employ, others she just enjoys. These assessments are conducted during the Discovery phase of a new project, or ad hoc. They are either performed as self-assessments or administered by a third-party (Whitney or another expert).
Types of Assessments
What do Organizational Assessments include?
- A holistic review of your organizational culture
- What is working well within the organization and what can improve
- Synthesis of the shared competencies and needs across the organization
- Expert recommendations on new processes, practices, and changes to begin making now
What are the benefits of Organizational Assessments?
- A fuller understanding of the cultural norms, values, systems, practices, and conflicts within your organization
- Progress towards an environment in which all people feel heard, respected and safe at work
- Alignment of your operational practices and policies to accelerate your mission
- Overall improved organizational culture, as experienced internally and externally
- A process for ongoing culture review conducted internally, with appropriate trainings
- Conduct 1-on-1 interviews with # participants (in-person and via phone)
- Ensure interview participants represent a variety of roles, experience, background,
tenure with organization, as well as geographic location; initial set of participants provided by sponsor to be supplemented with those most frequently recommended by interview participants, along with others who reach out directly to be interviewed
- Ask in-depth interview questions covering wide range of cultural issues across the organization (questions approved by sponsor and Board of Directors)
- Attend # management meetings and # all-staff meetings (in-office and via phone)
- Browse organization’s public Slack channels, policy document repositories
- 100% confidentiality maintained in all interactions and information received in fullest adherence with International Coach Federation’s Code of Ethics
- Synthesize findings across all interviews, observations and information gathered
- Capture what is working well as an organization and what needs to be celebrated
- Identify opportunities for improvement across the organization
- Assess organization’s cultural orientation and social-emotional competencies
- Offer high-level recommendations and next steps
- Measures an organization’s cultural orientation
- Helps to identify strengths and developmental opportunities for functioning effectively in multicultural contexts
- Surfaces subconscious attitudes, beliefs, assumptions, and norms
- Includes seven Cultural Values orientations:
- Individualism vs. Collectivism
- Low Power Distance vs. High Power Distance
- Low Uncertainty Avoidance vs. High Uncertainty Avoidance
- Cooperative vs. Competitive
- Short Term vs. Long Term
- Low Context / Direct vs. High Context / Indirect
- Being vs. Doing
- Measures an organization or individual’s ability to understand and manage self and relationships
- Helps to identify strengths and developmental opportunities for functioning effectively in emotional and relational situations
- Surfaces subconscious behaviors, reactions, interactions, and decision-making
- Includes four interconnected Social and Emotional Intelligence capabilities:
- Self-Awareness: knowing one’s internal states, preferences, resources and intuitions
- Self-Management: managing one’s internal states, impulses and resources
- Social Awareness: awareness of others’ feelings, needs and concerns
- Relationship Management: adeptness at inducing desirable responses in others
Interested in Assessments?
Curious to take a self-assessment or have Whitney administer assessments for your organization? Please reach out to Whitney at [email protected].