Assessment Topics

We provide a complete service including sending out invitations, reminder and followup emails while providing real-time response reporting. Assessments are designed to run on any web browser on a PC or smartphone.

Assessments can be used to stimulate desired change by using conversations around key topics driven by assessment outputs. We provide facilitator training to help you do this as an additional option. All Assessments have opinion pieces and background reading relating to the assessment and key conversation areas.

Topic areas in the Conversations That Count Assessments

Authenticity and Masks – Takes us into areas like transparency, trust, in-groups and out-groups, honest relationships, vulnerability, self – esteem. Areas where people may experience healing and growth.

Harnessing Diversity to Achieve Harmony – Harnessing diversity professionally and positively in an increasingly diversifying workplace has become an absolute imperative

Change Fatigue and Readiness, Personal Resilience – Becoming increasingly necessary as compliance demands increase – the rate, magnitude and complexity of change threatens to overwhelm, and some begin to sink. Like people, organisations need adaption and reinvention to go beyond surviving to thriving.

What is the Spirit of your Workplace? – This survey is aimed at determining the soul and culture of an organisation – existing and desired, and the results are a reading of what gaps may be fruitfully closed. Can Love be a part of your Culture? Research now clearly shows that the neglected human side of business needs addressing if we are to realise potential, purpose, high performance. There are sound ways and means of introducing compassionate love to improve the way we interact with communities, the environment, customers, suppliers and employees. Compassion also equates to influence and leader – charisma according to recent research. ‘Love’ encompasses a range of other values and virtues.

Story Competence and Application – Story is what makes us tick as human beings. It has a strong bearing on everything done in business, from branding, change initiatives, presentations, knowledge management, emotional connections internally and externally ….. It’s a shame that too many do not know how to effectively share in storytelling, capturing and listening

Creativity and Innovation Stifled or Released? – Individually and in groups, organisations require ongoing innovation to stay competitive – step change and incremental. Yet many employees feel shut out or lack curiosity, awe and wonderment, and/or are not properly equipped

Cohesive Workplaces – When head, heart and hands aspects are in balance the organisation is able to overcome toxic or hampering dynamics and stimulate commitment, fruitful engagement, and loyalty

Language and Communication – Style Effectiveness – Language and communication practices, style, channels, frequency, type directly determines how people feel, think and act in their workplaces, how well conflict is prevented or addressed, and the smoothness with which plans are executed

Effective Teamwork – Effective teamwork happens when people together embrace shared purpose, vision, values; contribute responsibly to tasks and relationships, take accountability for producing agreed outputs, collaborate in harmony, uplift each other , converse empathetically

Superior Customer Service – Leverages people, process, technology within a strong outward – focused culture; recognises that “customers” now include communities, citizens, environmental activists, suppliers, employees and all stakeholders who impact on an organisation’s performance and reputation; and includes a section devoted to the focused, effective contact centres

Escaping Psychic Prisons – We are no longer in the mechanistic, command and control age. Employees seek balance between their work, social and home lives. They resent being bound and trapped in meaningless, stifling environments. Instead they wish to be liberated and long to contribute and perform …

Creating a Culture of Sustainability – This survey examines the extent to which respondents have raised awareness, understand, accept and wish to contribute to the purpose and thrive-ability of their organisation – within a context of having linked destinies with the environment, society/ communities and economy that they are part of and serve

Entrenching Basic Business Skills and a Learning Culture – An examination of learning activities and learning to learn; as well as learning areas that ensure that basic business skills are in place

Elephants in the Office: Dangerous Conversations – A survey that delineates the boundaries of what employees find difficulty talking about, what is troubling them at work and they wish to discuss

Empowering Beliefs and Limiting Beliefs – This survey probes the extent to which employees have the beliefs and confidence to achieve, to cope with pressure, and what they feel in their hearts about how leadership and management empower or limit their endeavours

Living the Purpose of the Organisation – Higher Purpose has become important to organisations in terms of their reputation, attraction of talent and custom, meeting sustainability aspirations, making a difference.

Sales Performance – Without sales of products, services, processes, ideas, many organisations would be in trouble.

Knowledge Power – Savvy knowledge management in a fast-changing world swamped with information has become a crucial activity.

Spirituality – For too long a taboo topic although integral to people’s existence (whether acknowledged or not)

Mastery – Personal Mastery is a key business discipline. This assessment provides feedback that helps respondents evaluation their own mastery journey

Leading to Flourish – Sound character traits, an effective ‘leadership process’ and achieving decided outcomes are all necessary aspects of leadership. Leadership is a dynamic process that changes over time according to the situational challenges, the nature of follower-ship, context, new knowledge and the leader’s own growth and maturity

Assessment of Potential/ Existing Board Members – Organisations who assess their corporate governance acuity using our multi-level 360º Corporate Governance Assessments of parameters, integrated capitals and outcomes, sometimes request an individual board member assessment intended to raise self- awareness.

Values to Virtues Organisations are able to select values (popular and less common), to explore the extent to which they are understood, accepted, internalised by employees – and decide what may be required. For every value that is selected, the organisation is able to gauge the impact when the value in question is lived or not lived, and changes that are indicated in attitudes and behaviours. An individual assessment is included as well, so that each participant can act on areas needing personal attention.

Quality Coaching The survey covers the desirability and feasibility of coaching at different levels, with different aims, at different times – for teams and individuals in the organisation – and where value may be added. Clarity is obtained on the role of coaching within the training/ mentoring/ facilitation/ counselling/ conversing framework.

Strategy Formulation & Execution Between the why? And the what? Strategy is HOW? A firm achieves its strategic position. The assessment allows an organisation to assess its processes for both formulating and then executing strategy. An assessment of the processes by which your organisation arrives at its competitive positioning (one that fits with your higher purpose) and how you execute your primary and supporting strategies to obtain sustainable financial health. And it looks also at the organisation’s agility – ability to respond to unexpected marketplace, societal and compliance changes and factors.

Project Management Top organisations use projects as the basis for keeping ahead of the game – to handle issues, innovate, influence culture change. In a turbulent world, projects have assumed a key place as the means to address issues and opportunities with focused intent. More organisations can now be labelled “project based”. Beyond getting the task done, projects can play a key role as incubators of wider strategic and culture change, and leadership development. This assessment allows organisations to weigh up the strategic, people, process and technology factors that make up their effective use of projects.

Wellness An assessment of the direction and trends in employee wellness in these trying times, and the organisation’s need to in specific areas

Employee Value Proposition EVP is a two-way magnet between employer and employee. The assessment examines the transactional, relational and other aspects of appealing to talent

Corporate Governance A survey about achieving harmony between leading and managing activities to develop strengths in the areas , agility and adaptability sustainability, innovation, social conscience, reputation, inspiration, performance and widening horizons

Corruption Looking at your challenges and ideas to help weed out corruption

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