Organizational Diagnostic
An external, structured, and impartial look at your organization — to understand what's working, what's holding you back, and what needs to change.
What it is
The Organizational Diagnostic is an in-depth consulting engagement. We meet with your stakeholders, analyze your practices and documents, and deliver a comprehensive organizational portrait — with concrete, prioritized recommendations.
Clear picture of the current state
Identification of tension points and opportunities
Concrete, prioritized recommendations
Roadmap for action
Our approach
A rigorous diagnostic is built on triangulating perspectives. We don't rely on a questionnaire alone — we go to the people.
Scoping meeting
We meet with the project sponsor to understand the context, priority issues, and goals of the diagnostic. This is where we define the scope and identify the stakeholders to be interviewed.
Stakeholder interviews
We conduct individual or group interviews — virtually or in person — with key actors: executives, managers, HR teams, representative employees. These conversations are confidential and structured.
Document review
We analyze relevant documents: HR policies, organizational structures, survey results, strategic plans. This allows us to validate what we hear in the interviews.
Synthesis & report
We produce a comprehensive report presenting findings, strengths, identified gaps, and prioritized recommendations — accompanied by a presentation to the leadership team.
What we assess
Strategy & Direction
Clarity of vision, leadership team alignment, strategic planning processes.
Organizational structure
Fit of structure to ambitions, role clarity, effectiveness of reporting layers.
Culture & Leadership
Quality of lived culture, dominant leadership style, capacity to engage and retain talent.
HR practices
Maturity of HR processes: acquisition, development, compensation, performance management.
Change capacity
Organizational agility, transition management, internal communications.
Talent & Succession
Quality of the talent pipeline, clarity of succession plans, equity in development opportunities.
Who it's for
CEO / Executive
You're navigating a transformation, rapid growth, or a pivotal moment — and you need an impartial external perspective on your organization.
HR Director
You want to document the situation, prioritize your interventions, and strengthen your strategic credibility with leadership.
Where to start?
Before committing to a full engagement, take our free self-assessment first. In 15 minutes, you get an initial picture of your situation — and a starting point for our discovery call.
Step 2 — Discovery call
Book a discovery call45 minutes to discuss your challenges and explore whether a full diagnostic is the right next step.