Conducting a thorough diagnosis is the first step on the path of becoming a high-

performing organization.

Why do we need diagnosis?

Imagine that you are visiting your doctor and he suggests treatment on the basis of the symptoms you tell him and he does not examine you. Would you trust and accept his suggestions? What impact would this attitude have on your future?

This often happens in organizations – managers see a symptom and try to fix it immediately without examining the root causes. What would be its long-term impact on organizational operations?

ORGANIZATIONAL DIAGNOSIS

Consultants are similar to doctors – they gather data, analyze and interpret them. The data provide deep insight into the organization’s functioning and reveal what needs to be improved.

It enables you to have an objective picture on the current state of your organization. Furthermore, co-workers will more easily engage in interventions that are based on diagnosis.

SzerDaSzerDa is our integrative and innovative diagnostic tool that coalesces life-cycle models, component models and holistic models. It is easy to complete and gives real Aha-revelations. Co-workers will appreciate that you ask their views and involve them in the diagnosis. SzerDa’s innovative approach to analyzing how your organization works helps respond to 21st century business challenges.

Challenges in the business world

• Datafication of the business world • Rapid and constant change – leaders may find it difficult to keep

control and overview processes, transparency is jeopardized;• Roles are changing quickly, new positions emerge, leadership

is becoming distributed, matrix and networked structures are prevalent

• Immediate feedback is required to quickly respond to changes • Innovation is a basic component of success – innovation is inevitable

in processes and HR functions as well • Globalization – there are more and more global organizations

Organizational diagnosis keeps you in line with 21st century demands on quantifying your operations by providing data analysis and immediate feedback to leaders. In turbulent times, conducting profound diagnosis is pivotal; it gives a snapshot on the current state and facilitates the planning and the execution of interventions. A deep understanding on how co-workers and leaders perceive leadership, innovation and organizational culture enables you to align these elements to better execute strategy.

Knowing the strengths and weaknesses of your organization allows you to transform it to a high-performing and agile one.

Knowing the strengths and weaknesses of your organization allows you to transform it to a high-performing and agile one.

Organizational elements SzerDa measures

• Organizational Culture – what are the core values and norms?• Goals – are the organizational goals and strategy transparent to

leaders and co-workers?• Results – are business results stable?• Management – are roles and responsibilities well-defined?• Leadership – are vision, mission and strategy defined and

transparent?• Innovation – are innovations accepted and realised?• Processes – are processes formalised and transparent?• Individual – Team – Organization alignment – are individual,

team and organizational goals in harmony? Is cooperation a norm in the organization?

Methodology

• Easy-to-complete online questionnaire• Anonymity ensured• Confidentiality maintained• Key results are presented to management• Detailed report on results on each measured organizational

element provided

Outputs

• Detailed report delivered in 72 hours• Detailed report analyzing each dimension• Executive summary• In-depth descriptions and diagrams• Identified strengths and weaknesses • Suggestions for improvement

info@corporatevalues.huwww.cova.hu