514.485.4900
leader@colinnewhouse.com

PROGRAM OVERVIEW

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We meet with the organization's representatives to design the exact form the Organizational Culture and Effectiveness Survey will take. We set up the sample size, which can be anywhere from 25% to 100% of the population. We then determine the exact timetable and method of sampling. Questionnaires are completed on line or in a paper-and-pencil format. All data is collected in complete confidentiality. The resulting report contains visual profiles of the organization's effectives and areas for on-going improvement. These profiles are also broken down by business unit and by employee level. Visual profiles of top-performing organizations are also included. Specific recommendations for the organization are made.

 

Program Outline

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• We meet with you to determine the current context of your organization

• We then recommend which survey tools to use and the size of the sample population

• Surveys are conducted on line or using a paper-and-pencil format

• They give visual profiles of the styles and effectiveness of the organization as a whole and of units that you have predefined

• The final report contains all your results and a series of recommendations by priority

• Typically, the entire process can be completed within six to eight weeks

• All data and results are confidential

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THIS PROGRAM IS FOR YOUR ORGANIZATION IF.... 

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• You are facing major organizational changes and want to ensure their success

• You need to benchmark your organization to other top-performing organizations

• You would like to objectively measure the effectiveness of different business units across your organization

• You want an objective picture of your organization before or after making significant changes

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OBJECTIVES & BENEFITS 

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​Organizations will:

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• Learn which styles predominate in their organization and which ones are the most and least effective in producing top-quality goods & services

• Which business units and departments are the most and least effective in their organization

• Which levels of contributors need the most and least assistance to become more effective

• Have a set of specific actions to consolidate what they do well and to correct what they do less well

• Learn the answers to their own specific questions to employees regarding their levels of satisfaction and their suggestions for improvements