Organization Design Self Assessment NEW

Q.1 Do you have the necessary in-house capability across data, analytics, and organisation design to support ongoing workforce transformation?

Click to select your answer below.

We have little to no in-house capability We rely on external support or ad-hoc internal resources when required We have some in-house capability across organization design, data and analyticsWe have dedicated in-house resources supporting organization design, data and analytics We have a highly skilled, data-driven organization design capability that supports ongoing transformation

Q.2 How aligned is your leadership team around the role of organization design in delivering business outcomes and managing workforce change?

There is little to no interest in organization design across the leadership team There are pockets of interest or support across parts of the leadership team There is general recognition of the value organization design can bringLeadership is aligned and supports organization design initiatives when engaged Leadership actively champions organization design as a strategic driver of business performance and change

Q.3 To what extent are roles, responsibilities, and ways of working clearly defined and consistently applied across your organization?

We do not have clearly defined roles, responsibilities or ways of working We have some frameworks, but these are not consistently applied Roles and responsibilities are defined within teams but not consistently across the organization There is a clear and consistent understanding of roles, responsibilities and ways of working across the organization We have a well-established operating model with clearly defined roles, responsibilities and ways of working that are actively used to support change

Q.4 How effectively do you plan, deliver, and adapt organization changes in response to evolving business needs?

We do not have a structured approach to organization changeWe have high-level plans but do not consistently follow or deliver against them We have structured plans and track progress, but these are not always integrated across initiatives We have a clear and coordinated approach to delivering organization change, with regular progress tracking We have an agile, enterprise-wide approach that enables us to continuously plan, deliver and adapt organization changes in line with business needs

Q.5 How well do you understand and prepare for the impact of new technologies (such as AI and automation) on your organization?

We have little to no understanding of how technologies like AI will impact our organization We have a high-level view of potential impact, but it is not specific to our organization We have started to assess where technology may impact parts of our organization We have a clear understanding of how work, roles and responsibilities may change We proactively assess and plan for how technology will reshape work, roles and organizational structure over time

Assess your org design capabilities

Q.1 Do you have the necessary in-house capability across data, analytics, and organisation design to support ongoing workforce transformation?

Q.2 How aligned is your leadership team around the role of organization design in delivering business outcomes and managing workforce change?

Q.3 To what extent are roles, responsibilities, and ways of working clearly defined and consistently applied across your organization?

Q.4 How effectively do you plan, deliver, and adapt organization changes in response to evolving business needs?

Q.5 How well do you understand and prepare for the impact of new technologies (such as AI and automation) on your organization?