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How Well Does My Business Culture Influence Discretionary Effort

Before we decide how we can improve discretionary effort through your business culture, we need to assess the current state. What's working? What we need to improve?

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Question 1 of 6

If I asked random team members, would they all be able to tell me your business vision, purpose, values and goals?

A

Yes

B

No

Question 2 of 6

Is your current Culture an asset to your business or a lot of times does it feel more like a liability?

A

Asset

B

Liability

C

Not Sure

Question 3 of 6

In percentage terms, estimate how much of a productive day’s work is wasted through blaming, finger-pointing, slow responses, lack of trust, poor teamwork, poor customer service, lack of enthusiasm / productivity / engagement, and so on... 20, 30, 40, 50%?

(Write your estimate In the box below)

Question 4 of 6

Take your total annual employee cost figure and multiply it by the % number from the previous question (e.g 30%) and you get the cost of a poor culture.

(Write your answer in the box below)

 

How much is it?... It’s a staggering figure in most cases. (In your complimentary consultation we will take that figure one stage further and apply it to your opportunity loss in term of revenue and profit.)

 

Question 5 of 6

From the list below tick 'only those' business success attributes in which your Culture ‘currently’ plays a significant contributing and influencing role...

(Select all that apply)
A

I actively use it as part of my people / performance appraisal system

B

I actively use as a major part of my recruitment process

C

It is a fundamental part of my companies marketing messages

D

It plays a significant role in my new employee induction process

E

I consistently use it as a conflict resolution strategy

F

I consistently use it to hold people accountable, the same as I would to an operating procedure

G

I use it to validate my written business strategies are aligned to my desired outcomes

H

I use it as a catalyst to engage ‘individual’ discretionary effort and inspire the creativity of my ‘team’ to contribute more

I

I depend upon it to sustain a high-performance environment

J

Currently none of the above, at least to any great extent… I need to redefine my business culture

Question 6 of 6

As the leader...

A

My general behaviours and attitudes provide the emotional permission for my team to act in such a way that is aligned with our culture.

B

My general behaviours and attitudes provide the emotional permission for my team to act in such a way that is NOT aligned with our culture.

C

I have not worked with my team to define and indoctrinate our culture, therefore perhaps it is me who needs to become a better leader.

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