OrgHealth Ascent Assessment for Individuals
Strategic Momentum
Talent Magnetism
What does this mean?
Here’s what you are likely experiencing on your team based on what you’ve reported.
High: Strategic Momentum
- Fewer wasted work hours, quicker progress towards goals due to clarity and higher energy.
- Revenue growth is keeping pace with job satisfaction.
- The leadership team seems to be able to resolve issues quickly due to a clear and shared understanding of exactly what the key priorities and strategic anchors mean.
Medium: Collaborative Culture and Leadership Accountability
- 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.
- Your leadership team’s relationships with each other are likely positive enough that nothing seems to be about to explode, but the staff may not all feel so positive, and false harmony should be examined.
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.
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.)
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.
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!