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An assessment is the best way in which to understand whatโ€™s working (and whatโ€™s not) when it comes to your corporate culture, leadership practices and/or hybrid work strategy.

Is your organizational culture, leadership practices or hybrid work model good enough to withstand employee expectations? How about your customers or other stakeholders?

Youโ€™ve read the stats.

Employees not only want a transparent, collaborative, and caring corporate culture, but they want career advancement. And if they donโ€™t get it, theyโ€™re more likely than ever to find an organization that provides it.

This puts you in quite a situation: do nothing, or do something.

Hereโ€™s how to do something about it.

A Way Forward

In order for you to evolve your organizational operating practices, it is imperative that you understand where you are at and what is required for an improved future state.

It is critical to further ascertain what was working and what needs to be done differently going forward be it with your leadership styles, business processes, work models, technology, collaboration practices, amongst a host of other criteria.

What are employees and leaders thinking, feeling and believing? What is the difference between what was, what is, and what should be?

All of these factors impact productivity, engagement, creativity and potentially customer satisfaction.

My highly customizable and tailored assessments can help you pinpoint a way forward.

Full Assessment

A โ€œfull assessmentโ€ takes place over a 3-4-month cycle and all aspects of your operating practices are assessed.

The end result is an analysis report that details the current state, as well as a large number of short and long-term recommendations for change.

  • A 3-4 month asynchronous exercise to assess your culture, leadership and hybrid work practices & where it could go.
  • Three key actions within the assessment:
    • 1:1 executive interviews
    • Employee focus groups
    • Enterprise-wide surveying
  • End result? An executive analysis report chock full of where the culture lies in addition to recommendations on what to change over the short, medium, and long-term.
  • Includes a kickoff meeting and final presentation.

Download the Full Assessment overview document.

Sprint Assessment

The second type, โ€œsprint assessment,โ€ takes four to six weeks and focuses on a subset of operating practices. While not as exhaustive as the full assessment, the sprint assessment is ideal for those clients looking to assess particular components of the organizationโ€™s operating practices without assessing all aspects completely.

The approach is similar where there are focus groups and 1:1 interviews, but there are fewer sessions than the full assessment. A survey is optional.

The end result is an executive briefing document that highlights the strengths and opportunities of those specific operating practices that were assessed.

Download the Sprint Assessment overview document.


Past clients of both types of assessments include the Government of Canada, ICBC, BC Translink, BCLC, Vancouver Airport Authority, TD Bank and LCBO

Testimonials

  • We are so proud to have had you at our event. Your talk was a big hit. It moved us. We canโ€™t thank you enough.

    Malin Bjรถrnell, Salesforce
  • Dan challenged us to have clarity of purpose, both as individuals and as an organization. He related inspiring stories drawing on his experience in business, technology and academia. As he said, โ€˜There is no ownership without belonging.โ€™

    Christian Pantel, D2L
  • Fantastic engaging talk for our global partner summit. Thank you so much, Dan!

     

    Barb Kinnard, CEO Response Biomedical Corp
  • Dan not only brought his presentation to life with his charisma, but also content, style and presentation finesse. Our members were especially interested in his thought provoking and top of mind topic on the future of work and how weโ€™re going to be leading the next generation of leaders.

    Cheryl Goodwin, CPA
  • Dan is a conference organizerโ€™s ideal speaker. Not only did he inspire and energize our group, but he also masterfully adapted his content so it resonated with the audience and our conference theme. As a bonus, Dan is able to nimbly navigate to adjust to a reduced time slot when other speakers went over time without sacrificing the impact of his session.

    Director and General Counsel
  • Dan accomplished what we set out to do, which was not only to be inspirational, but also to leave everyone with tools and food for thought / self-reflection to improve their personal and professional lives.

    Hermann Handa, FCT

Media Appearances

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