Dare to See a Situation as It Is, and to Speak the Truth

An organizational diagnosis offers an awareness of what to do (and not do) to foster team performance, employees engagement and happiness at work.
diagnostic organisationnel

When should one complete an organizational diagnosis?

Are you facing challenges that are preventing your organization from achieving its objectives? Does your organization seem paralyzed and unable to make decisions? Whenever such problems are recurring or persist for long, an organizational diagnosis might be needed to find the deeper roots of these problems and to identify concrete potential solutions to resolve them.

When your organization is facing challenges or problems that are standing in the way of meeting objectives, it might be useful to introduce an organizational diagnosis. Some statistics indicate that up to 96% of companies go under before their 10th anniversary.

The primary objective of an organizational diagnosis is to establish a specific diagnosis regarding the structure and operation of your organization as well as on the state of employee management and leadership.

What is an organizational diagnosis?

An organizational diagnosis is a structured approach that evaluates an organization’s operation and efficiency. The diagnosis can be limited to a team, a project or a company as a whole.

In all cases, the organizational diagnosis works the same way: we first perform an evaluation of the organization using different methods (interviews, surveys, observations, etc.) and different sources of information (employees, leaders, clients, suppliers) in order to paint the most specific picture possible.

The next step is comparing the actual state of a situation with the desired results, and develop a concrete action plan. The activities to be carried out are then prioritized and implemented.

What are the common elements that are evaluated in an organizational diagnosis?

Performing an organizational diagnosis allows managers and leaders to better understand the operation, culture, strengths and weaknesses of their organization. Our diagnosis answers the following questions and recommends concrete potential solutions that are adapted to the needs of each of our customers.

  • What are the problem areas?
  • What are the recurring problems?
  • What are the opportunities for improvement?
  • Does the company have a vision and purpose that are clear, motivating and shared by all?
  • Have the company leaders established and communicated a strategic plan?
  • What behaviours does the company culture support? What are those that have been ignored or forgotten?
  • Do teams have clearly defined and communicated objectives?
  • Are the roles, responsibilities and processes known and mastered?
  • Does each employee understand what he/she is expected to do (and not do) to support the company’s success? Does the company have objective measures to evaluate its performance and to apply necessary adjustments in real time?
  • Is the work environment open so as to faciliate the exchange of information, collaboration and mutual support?
  • Is the management style adapted to the reality and issues facing the company?
  • How does the company support professional skill development and process improvement?

Download an example of recommendations following an organizational diagnosis.

What services can you offer me?

Following an organizational diagnosis, we help organizations implement a strong culture that fosters engagement, accountability and meeting objectives.

We provide strategic guidance, tactical (in-the-field) support and customized training.