The 6 Levers Org Health Assessment is a learning tool that equips teams with a better understanding of their overall health and guides teams toward actionable ways to improve. The assessment measures organizational health across each of the 6 Levers:
- Identity
- Focus
- Cohesion
- Rhythm
- Leadership
- Momentum
Identity
The organization's core beliefs are clearly defined and meaningful to our team.
The organization's mission is clear, purposeful, and well-understood by everyone in the organization.
The organization's approach to making an impact is well-defined, actionable, and widely understood.
The organization's values are clear, meaningful, and visible in our culture.
Our leadership team has a clear and meaningful set of indicators that define and measure success year over year.
Our leadership team has a set of operating principles that are clear, meaningful, and actively guide our team's decisions.
The organization's strategic actions and decisions closely align with our beliefs, mission, values, and approach to making an impact.
The organizational culture consistently reflects and reinforces our core identity in daily practices.
The organization's identity creates a strong sense of belonging and purpose across the team.
Leadership
The organization has a clear vision and well-defined expectations for what leadership should look like, ensuring alignment across the organization.
Leaders in our organization foster an environment where everyone is seen for their potential and capacity to grow.
Leaders intentionally create an environment where team members feel secure to share ideas, take risks, and be their authentic selves.
Leaders actively seek to understand diverse perspectives and encourage open exploration of ideas.
Leaders in our organization regularly reflect on how their behaviors influence the team and organization.
The organization has a well-defined, intentional approach to leadership development.
Managers in our organization are effective in driving team engagement, performance, and creating a positive work environment.
Focus
The organization dedicates significant time, energy and resources toward achieving a set of key indicators that measure success each year.
The organization has a clear and compelling vision for the next three to five years.
Our leadership team has a well-defined set of priorities for the year that align with our strategic goals and organizational vision.
Our leadership team has a clear set of near-term priorities (e.g., quarterly) that guide immediate focus and actions.
Our leadership team consistently sustains focus on our priorities, preventing other tasks and projects from diverting our attention.
The organization's process for setting and maintaining priorities is impactful, ensuring focus on the areas where we can make the most meaningful progress.
Cohesion
Trust is strong amongst leadership team members, fostering open communication, collaboration, and mutual support.
Employees believe that it's truly valued to share ideas, express concerns and admit mistakes, all without fear of negative consequences.
Employees have positive, strong connections with one another.
Employees effectively address and resolve conflicts constructively.
Employees have clearly defined roles and responsibilities, ensuring that all team members understand their contributions and expectations.
Teams regularly address and resolve tension and inefficiency.
The organization has empowered a network of teams (beyond the senior leadership team) with common tools, practices, and expectations for effective team management.
Rhythm
Teams throughout the organizational have strong habits that promote consistency and effectiveness in our meetings, communication, processes, and asynchronous work.
Our leadership team uses an annual cycle to review progress, plan, and set priorities for the coming year.
Our leadership team uses a standard meeting structure to monitor progress toward annual goals and review performance against near-term priorities.
Team meetings throughout the organization are productive, purposeful, and result in clear action steps.
The organization has clear and effective routines for communication.
Momentum
The organization values an action-oriented approach that encourages taking thoughtful steps forward without waiting for perfect conditions.
Feedback in our organization is normal, multi-directional, widespread, effective, and an expected part of our culture.
The organization engages in continuous improvement, consistently seeking to enhance our processes and practices.
The organization encourages teams to test new ideas and learn from their outcomes.
Teams throughout the organization consistently use structured protocols to reflect, learn, and improve their work.