The Thriving Schools Assessment is an easy and affordable survey that provides direct input from families to help you prioritize your initiatives for the school year.

DENISON ORGANIZATIONAL CULTURE SURVEY

 

The Denison Organizational Culture Survey enables organizations to address critical business challenges in such areas as mergers and acquisitions integration, transformation and turnaround situations, leadership transitions, leadership development, and the alignment of strategy with human capital.

Baker Strategy Group is certified to offer the Dension survey solutions and is a member of the Denison Global Network. We can help you prepare your team for the program, present the results, and conduct follow-up session to engage your teams to further develop a healthy growth culture in your organization.

 

What is Organizational Culture?

Understanding the Denison Model

Visit Denison Consulting for more information on the survey.

 

Using the Denison Organizational Culture Survey, organizations are able to benchmark their organizational culture scores against a global database and develop action plans to improve their current practices. Clients who utilize the survey represent a diverse range of organizations including HP, NASA, jetBlue Airways, ABC Disney, Northrop Grumman, THAAD, RJ Reynolds, Pulte Homes and the Defense Logistics Agency (DLA).

 

THE DENISON ORGANIZATIONAL CULTURE MODE

Using the Denison Organizational Culture Survey, organizations are able to benchmark their organizational culture scores against a global database and develop action plans to improve their current practices. Clients who utilize the survey represent a diverse range of organizations including HP, NASA, jetBlue Airways, ABC Disney, Northrop Grumman, THAAD, RJ Reynolds, Pulte Homes and the Defense Logistics Agency (DLA).

MISSION

“Do we know where we are going?”

High performing organizations have a mission that tells employees why they are doing the work they do, and how the work they do each day contributes to the why.

Strategic Direction & Intent

Strategic direction & intent typically refers to the multi–year strategies — high priorities established to ‘operationalize’ the vision.

Goals & Objectives

Goals & objectives are the short–term, specific goals established that help every employee see how his/her daily activities connect to the vision & the strategy.

Vision

Vision is the ultimate reason you are in business – your purpose – what you are ultimately trying to achieve.

ADAPTABILITY

“Are we listening to the marketplace?”

High performing organizations have the ability to perceive and respond to the environment, customers, and restructure and re-institutionalize behaviors and processes that allow them to adapt.

Creating Change

High-performing organizations welcome new ideas, are willing to try new approaches to doing things, see creating change as an important part of the way they do business.

Customer Focus

Employees recognize the need to serve both internal & external customers and continually seek new and improved ways to meet customer expectations.

Organizational Learning

‘Thoughtful’ risk taking is encouraged. Organizational learning means we gain knowledge from successes and failures. Our first reaction to reasonable mistakes is not ‘Who is to blame?’, but rather ‘What can we learn?’

CONSISTENCY

“Does our system create leverage?”

Consistency provides a central source of integration, coordination and control, and helps organizations develop a set of systems that create an internal system of governance based on consensual support.

Core Values

High-performing organizations have a clear set of core values that help employees and leaders make consistent decisions and behave in a consistent manner.

Agreement

By engaging in dialogue and getting multiple perspectives on the table people can reach agreement when difficult issues and problems arise.

Coordination & Integration

Employees understand how the work that they do impacts others and how other’s work impacts them. They make sure that work is coordinated and integrated to serve the organization as a whole.

INVOLVEMENT

“Are our people aligned and engaged?”

Highly involved organizations create a sense of ownership and responsibility. Out of this sense of ownership grows a greater commitment to the organization and an increased capacity for autonomy.

Empowerment

They clarify those areas where employees can make decisions, have input, or those areas that are beyond an employee’s scope of responsibility. This promotes ‘informed’ empowerment.

Team Orientation

Teamwork is encouraged so that creative ideas are captured and employees support one another in accomplishing work goals.

Capability Development

Capability development is practiced in a variety of ways, including training, coaching, and giving employees exposure to new roles and responsibilities.

SAMPLE REPORT - DENISON ORGANIZATIONAL CULTURE SURVEY

The DOCS is designed to assess an organization’s strengths and weaknesses as they apply to organizational performance. The survey has 60 items that measure specific aspects of an organization’s culture in each of the four traits and twelve management practices outlined in the Denison Model.

We work closely with your team to customize the scale and scope of your survey implementation. In particular, we help you identify the core organizational areas that will be assessed by the survey, and discuss any additional areas you might wish to explore through additional survey items including scaled items, open-ended questions and Content Modules.

SAMPLE REPORT - DENISON LEADERSHIP DEVELOPMENT 360

The Denison Leadership Development 360 measures a leader’s performance on a set of 12 leadership behaviors linked to high performing business cultures. Based on the Denison Model, this 360 degree assessment benchmarks an individual’s leadership and management skills to those of leaders in other organizations.

This 96-item survey leverages feedback from a number of different perspectives, including boss/supervisors, peers, direct reports and others. The survey is user-friendly and administered online through a system that allows leaders to personally manage their Leadership Development Survey process. The Denison 360 is offered in multiple languages and takes about 20-25 minutes to complete.