As busy, successful leaders, we can often become blind to the hard-truths, objectivity, and different perspectives after working day in and day out.
Yet this is where our competitive advantage lies – when we are able to take a good, close look at what’s going on inside our organisation to know exactly what its strengths and weaknesses are in order to know what might be worth reinforcing, changing, stopping, and what should remain as is. Diagnostics work is the purest and simplest form of doing this.
Each team member holds his or her individuals strengths, knowledge, and expertise; each hold one piece of the jigsaw puzzle, and no one has all pieces. Diagnostics help bring these pieces closer together to get a big, clear picture of what’s impacting optimal team performance.
The best organisations do diagnostic insight work on a regular basis and use it as a platform for both celebration and change. During a crisis or major change, diagnostics can also be used either as a one-time temperature as a basis for further development work to ensure the right issues are being targetedto grow from a challenging time.
What Diagnostics could look like:
- Qualitative Research and Listening- 1:1 or focus groups
- Insight Creation to support follow up development work
- Customer Voice
- Employee Voice
- Clarity about root causes of recurring issues and systemic problems that affect performance and productivity
- Objectivity and perspective in your team’s strengths and areas for growth
- Clarity in company’s strengths, weaknesses, and areas for development
- More awareness of the cracks and where value is leaking through, with solutions on how to fix them
- More insight into employee motivations, ambitions, challenges and assumptions
- Ability to be more proactive than reactive
- Higher engagement because employees feel valued, seen, and heard
- More open and transparent culture