Dear Coach,
If you were limited to one organization health assessment question, what would it be?
Best,
Amy
Dear Amy,
First, I acknowledge that a vast industry exists in organization health surveys. I don’t take issue with their methodologies, but I do question efficiency and effect. Often, a tremendous amount of time and money gets expended without true ROI. Indeed, sometimes these surveys backfire because they raise employe expectations. When nothing happens, disillusionment and disengagement set in.
When I work as a consultant or executive coach, my go-to organization health question is: If one change were made to improve the culture, what would it be?
If the person says, “What do you mean by culture?”, I provide a definition: “It’s how we interact with each other. It’s how we collaborate, or not. It’s how we trust each other, or not. It’s how accountable we are, or not. And it’s how we share a sense of purpose, or not.”
Often, the issue of confidentiality arises. I’m asked, “Will you be sharing what I said with my boss, company leadership, HR, etc.?” My response: “Yes, if essentially you disclose a crime or something of that magnitude. Otherwise, whatever you want to stay with me stays with me. My engagement letter says I can’t be compelled to share confidential information in my assessment work.”
Readers of my column know I’m a big fan of simplicity. Every leader I’ve ever coached will tell you they heard from me repeatedly, “less is more.”
A single good question, if genuinely asked, and with the answer attended to, can produce enormous organizational good.
Amy, I appreciate your interest in organization health and hope this response is helpful.
Best,
Jathan
Jathan Janove is a Marshall Goldsmith Stakeholder Centered Coaching Master Coach and Practice Leader. You can learn more about him here.
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