Organizational Growth Score®

In 5 steps to sustainable change

 

With the Organizational Growth Score (short: OGS) we have developed a valid and simple questionnaire tool that identifies and presents growth brakes and change blockages in organizations. 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

Measure

The OGS measures four central factors of corporate culture: trust & appreciation, willingness to change, psychological safety and employee retention.

Experience

The results of the OGS form the basis for the subsequent individual and team discussions across divisions and hierarchies. They allow a deeper understanding of the situation.

Show

The collected findings, together with the results of the OGS, will be presented to all stakeholders.

Decide

Objectives & concrete measures for the development of an innovative and secure corporate culture are worked out in a participatory manner with the team leaders and the management.

Change

A mix of psychodynamic team- and single sessions / Dyadic- & Subcon sessions, as well as Acting Outs. Final follow-up by the OGS and regular check-in calls.

Trust and Appreciation


The scale is defined by our Trust-centric Leadership Model®, in which trust is defined as a core value and demonstrably combines and positively influences five, dependent key elements: commitment, productivity, profitability, affiliation & attractiveness for new talent. Example item: "I have access to all the information that is important to me".




Willigness to change


The readiness for change raises the attitude of the employees to forthcoming organizational changes. It is determined by certain personality traits and individual change experiences in the biography. Managers can specifically strengthen these personality dispositions and thus promote the development of employee potential - for example through a strong culture of trust. Example: "I am open to changes in my work role or area of responsibility."





Psychological Safety


Amy Edmondson, professor of leadership at Harvard Business School, defined in her book The Fearless Organization - Creating Psychological Safety in the Workplace for Learning, Innovation and Growth (published in late 2018), psychological safety as the knowledge that one is not punished or humiliated when one speaks with questions, comments, concerns or mistakes . Our scale follows this definition. Example item: "I can also address problems and difficult questions in a team".




Employee retention


The employee retention scale consists of scientifically based items that raise the loyalty and sense of belonging of employees. The state of the employees' sense of loyalty to an organization is central to overcoming obstacles and their willingness to perform in uncertain times. Example item: "I still see myself with this organization for the next two years."





Your benefits
  • Pin down four key dimensions that are essential for successful change and sustainable growth.

  • Get a measurable insight into the changeability and culture of your team or organization.

  • Avoid undermining your strategic efforts through corporate culture.

  • Identify and eliminate potential growth brakes and change blocks.

  • Use and accelerate existing growth drivers and strengths in your team or organization.

  • Find out what your team needs to master upcoming challenges.

  • Successfully manage change projects by better understanding team and organizational dynamics.​

OGS Anwendungsfelder

 Leadership 

  • Understand your corporate culture

  • Receive insights in the needs of your team

  Change Management

  • Enable sustainable change

  • Monitor the critical change processes

  Organizational development

  • Recognize psychological stress factors

  • Foster healthy growth mechanisms 

  Team Development 

  • Optimize team dynamics

  • Select appropriate team development actions

Your contact person

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