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"How do we know we are
doing the right thing?"
Before commencing any change
or development programme, it may be appropriate to carry out
a comprehensive diagnosis of what the real problems are. Diagnosis
will allow you to learn the facts and provide the reassurance
that you are doing the right thing, help to identify the appropriate
next steps to take and ensure that the issues being addressed
are relevant.
A diagnosis survey may include
the use of:
- Attitudinal questionnaires
- Direct interviews
- Focus group meetings
- Familiarisation visits
Objectives:
- Acquire an independent assessment of
organisational dynamics
- Identify barriers to effectiveness and
address them
- Highlight in an open fashion the concerns,
perceptions and views held by organisation members
- Not to praise or chastise but to facilitate
learning and development
- To provide a base from which to measure
progression
The outcome of the diagnosis will
include:
- Details of the analysis
- Interpretation of the results, their
implications and impact on your company’s performance
- Recommendations where applicable to address
the issues highlighted
Typical issues addressed:
- Strategy
- Leadership
- Teamwork and intergroup dynamics
- Communication
- Roles and management of performance
- Business issues
- Interpersonal skill requirements for
managers
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