OGS EN
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."





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."





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

leadership.png
Change Managment

  Organizational development

  • Recognize psychological stress factors

  • Foster healthy growth mechanisms 

  Team Development 

  • Optimize team dynamics

  • Select appropriate team development actions

Organizational development
team development

Your contact person

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