Organizational Effectiveness =

Getting it Done!

Organizational effectiveness is the measure of how successfully (or not) organizations are achieving their missions and advancing their visions through their core strategies.To execute well requires making sure that all efforts tie directly to the desired outcomes. That means: measuring what matters and not what doesn't! 

Over the past several years, nearly 40% of the top 2,500 Global CEOs have been removed from their posts. The vast majority of them were fired because of a failure to execute. "The main reason companies do so poorly at execution is that their leaders have either been unable or unwilling to make a connection between their company's goals and the realities of how their companies actually operate, how the market is actually performing, or how their customers' needs can change almost every day." (Charan, Burch and Bossidy, 2002). 

Good execution requires leaders to manage three interrelated and interdependent business components: People...Strategy...Operations. Most senior leaders devote a lot of time, money, and energy into developing good business strategies.The most common problems stem from leaders' failure to align their people and processes with the strategic priorities of the organization.


  • Leadership and talent management alignment

    How does leadership style, communication (including artifact assessment), motivation, commitment and leader behaviors/actions create the work place climate that's necessary for the organization to be productive?

  • Strategic alignment

    How well are the strategic priorities transmitted, shared, and made consistent with your organization's values? How well are your strategies informed by the external market and environment?

  • Cultural alignment

    What is the REAL CULTURE compared to the ESPOUSED CULTURE? Is your culture aligned to the values and vision? How are internal processes linked so there is ACCOUNTABILITY for behaviors and actions that do or do not support the desired culture and your business strategy? How are your leaders' actions and behaviors reinforcing the desired culture (or not)?

  • Performance alignment

    How engaged and resilient are your people? Do your talent performance management policies, practices, and processes align and support your strategic business priorities? Is yours a high performance, high trust culture? How do you know? Do you reward what you want and not reward what you don't want?

  • Customer focus alignment

    How do the strategic, performance, and people processes align to successfully focus on the customer relationship? What is the "value proposition" telling you? How do you measure stakeholder engagement and satisfaction?

Needs Assessments

It is critical to know where you are before you begin your journey! Not knowing is like taking a trip with no map and a half-tank of gas. If you have loads of time and money to waste and don't mind getting stuck in the middle of nowhere, then you need not measure anything. If not, then we can help you map out your journey to success by focusing on and measuring the right things.

Data for data's sake is a waste of time and money. Our goal is to laser focus on what matters and "get it done!" We know any assessment is a snap shot in time because so much is shifting continuously. Yet, there are key elements that do not shift continuously - your culture, values, norms, mission, etc. We utilize every tool necessary including custom metrics. We conduct focused needs assessments to understand fully the internal strengths and challenges around the 5 alignment questions. We can also assess the results of your training initiatives, development programs, and performance systems.



  • Culture Assessment
  • Talent Assessment
  • Performance Assessment
  • Quality of work life and Climate Checks
  • Individual and Group Leadership Needs Assessment
  • Emotional Intelligence Assessment - individual, team, organization
  • Stakeholder value proposition metrics
  • Leadership Team Effectiveness
  • Identify High Potentials
  • Alignment of Internal Processes
  • Alignment of Internal Policies
  • Alignment of Internal Communications and Messaging
  • Accountability Assessment
  • Strategy and Talent/Compensation Alignment
  • Strategy and Policy Alignment
  • Decision Hierarchy Matrix

Bottom line...

We care about your bottom line as much as you do.
Let's have a conversation about Organizational Effectiveness today


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