OrgHealth Ascent Assessment for Individuals
Leadership Accountability
Talent Magnetism
What does this mean?
Here’s what you are likely experiencing on your team based on what you’ve reported.
High: Leadership Accountability
- Your leadership team is likely able to communicate through crises and difficult decisions with less fallout than average.
- Your leadership team members likely have a level of trust with each other that allows for greater candour and better decisions to be reached.
- Your managers and workforce likely speak up about obstacles and issues more readily, knowing the leadership team will listen and take action as needed. This lowers the chances of important issues getting overlooked and frustrated high performers leaving.
Medium: Collaborative Culture and Talent Magnetism
- While Collaborative Culture may not appear to be the most pressing area of concern, it is the centre of all organizational health, so every other area is either compromised or elevated by it. Consider how raising Collaborative Culture would affect your lowest rating area, as well as your highest.
- If more focus was given towards clearly communicating key priorities and strategic anchors, and celebrating the achievement of goals in meaningful ways, the pace of progress would improve.
Low: Talent Magnetism
- Your company is more likely to have to over-pay good people to join or stay.
- There’s a higher chance of disillusioned executives leaving, triggering significant costs for search and assimilation.
- When Talent Magnetism is low and remains low, it almost always indicates that the other three areas are not as high as they need to be (and this may reveal you have a blind spot in those other three areas).
Action Step
Here's what you can do.
We would recommend reading through all the suggestions below and choosing either one or two to build an action plan around.
Increase the clarity of your vision and mission.
Being able to align with the values of your company will allow both new candidates and the organization to assess fit more surely.
Know exactly who you’re looking for.
Start with the big picture and then consider the specific skills necessary, always looking through the lens of what will make a candidate fit your culture and what will help a good-fit candidate feel your culture fits them.
Build a culture that’s appealing to employees.
The workers in today’s market want to be valued and supported in return for their efforts. What can your organization provide for them to show you value their contribution? (flex work, employee-recognition efforts, home offices, performance bonuses, etc.)
Leverage referral incentives.
If your current people are the perfect fit, they will recognize others who fit. Help them to help you attract candidates who will be a great fit for your organization.
How can our team help you succeed?
We would love to help you tackle your goals and see the change you know is needed. Let's get the conversation started!