Our organisational research examines the current state of your operations by involving your staff in organisational development. We recognise key development needs in our results analysis and provide suggestions for further action. Our follow-up measurements verify the effectiveness of the actions taken.
360°-research collects feedback about the operation of a manager/expert from colleagues, direct subordinates, managers and other possible affiliates. 360°-research examines a person diversely and clearly highlights objects requiring development and prioritizes them.
Research feedback is a solution-based support tool for each manager to utilize 360°-research to develop their own methods. 360°-research supports the manager during periods of transformation and in solving challenges, motivates away from comfort-zones towards new challenges and builds a coaching culture of proactivity within the organization.
The content of the 360°-research can be built into concrete principles of leading from the strategy and values of the organization. This is how 360° functions as tool to communicate, support and track the execution of the strategy within the organization.
Corporate climate survey
Corporate climate survey provides reliable data about the internal processes of the organization and wellbeing in the workplace. The survey examines matters essential to the operation and development of the organization.
The objective of the corporate climate curvey is to create a situational report of staff climate in order to plan development procedures, acquiring systematic information and the evaluation of the effects of changes through monitoring surveys. Knowledge on the state of the organization is increased and possible risks and threats are easier to predict.
Culture Dynamics survey
Culture Dynamics survey allows the organization to identify cultural elements supporting the execution of a strategy and guides the organization’s culture towards the chosen direction while considering the current status and the willingness of personnel.
The survey is aimed at organizations willing to ensure their success in the long term and believe in operational culture being the key to successful collaboration. Culture Dynamics comprises of the analysis of current and objective states, from which concrete measures to reach the objective constructed:
- Definition of measures and identifying talent (leadership/strategic)
- Concretizing talents for management
Board and Management Surveys
Board Analyzer® is a comprehensive survey to evaluate the activities of the board. It examines the operation of the board, the contribution of each individual and the cooperation of the CEO and the board.
Board Barometer® Is a questionnaire to evaluate the activities of the board, compressed from the Board Analyzer-questionnaire.
In both studies, it is possible to compare the results of your board with the Finnish reference material.
Strategic Board Survey is a concise questionnaire used as a preliminary task to map the role of the board within the organization and the execution of the corporate strategy. The questionnaire is used collect feedback from the organization and key interest groups about the direction of the company and the activities of the board.
The development process for management is used to translate the current situation of management into hard facts with the help of the Management Barometer. The results will help us find the most important development measures and further the goal-based and systematic development of management operations. Management Barometer enables measurable results about the work of management and its development. We use Finnish reference material to analyze the results.
Management Barometer's themes for the management are
- Goal-orientation and renewal
- Operation and tasks
- Commitment and unity of the group
- Decisionmaking and effectiveness
- Individual contribution
Employee surveys are integral to goal-oriented HR management and a key asset in a manager’s toolkit. Appropriately implemented employee surveys work as tools to enhance wellbeing at work and employee motivation.
Successful organizations invariably have innovative leadership in the background. 360 assessments collect feedback about a manager’s operations from colleagues, direct subordinates, the manager and other possible partners.
Organizational culture and change
A strong culture is a competitive asset which cannot be copied and its impacts are visible in long-term success. A strong culture is based on the purpose of the organization’s existence and it creates commitment, energy and productivity.