- organization profiler

Assess & Re-Design your Company Genome Structure

Why Conduct an Organization Assessment ?

Today’s business environment demands that each organization constantly renew itself—or “drift” (deterioration) will occur. Because resources are limited, it is also critical to effectively focus what to work on. Assessment is routinely done in the very best companies. Organizations that do assessment typically deliver 30% to 50% better results when they incorporate assessment learnings into their operations.

Conducted properly, an organization assessment can help you unleash the full potential of your organization and deliver results that surpass anything that has been accomplished in your organization’s history. 

An effective assessment enables an organization to address new opportunities (e.g., higher goals, changes in leadership, etc.) and to improve business results. It also facilitates:

  • Building on an organization’s strengths
  • Introducing new concepts
  • Mobilizing leaders to address key gaps (people “own” solutions when they are involved)
  • Respecting individuals by seeking their input on how to accelerate results

Creating a culture of greater openness, trust, honesty (sharing good and bad news), higher standards (what “could be”), and personal commitment.

When to Do an Organization Assessment ?

The time to do an assessment is when both the organization and the leader(s) believe they must change how they are “doing work” and there is an openness to improve (change). It is important to assess leaders’ willingness to improve based on feedback from the organization. This should become part of an ongoing effort to continually improve the organization’s effectiveness and measurable contributions to the Company.

  • Leadership Readiness

Leadership determines the success of any assessment. The leaders of the organization must be actively involved in conducting the assessment and in facilitating the resulting action plan; without leadership support, any organizational intervention is likely to fail or go nowhere.

  • Organization Readiness

Conducting an assessment is the easy part. Once the assessment has been conducted, the real work begins: getting the organization to change its behaviors based on the results of the assessment.

You may want to conduct a preliminary assessment on Change Readiness to determine how ready an organization is to change/improve its behavior. If the results of the Change Readiness Assessment are high, then the organization is much more likely to embrace the challenge of other assessments. Mid-range and low scores may indicate that you will face intense resistance to an assessment.

To properly segment both assessment and design "code" we can profile the organizations through their fundamental pillars (6 Hard Pillars: Design Elements, 5 Soft Pillars: Core Values). This will facilitate the understanding of the Organization DNA code and dynamics and, as a result, will support the reformulation of the code for a new behavior. 


1) Structure

2) Tasks

3) People

4) Reward System

5) Decision Making

6) Information Sharing

SOFT PILLARS: 5 CORE VALUES (the "restriction" enzymes)

1) Leadership

2) Ownership

3) Integrity

4) Passion

5) Trust

The Organization DNA Profile Simulator starts with an assessment phase to "read" all key business performance contributing factors (your Corporate Genome Genes). Once assessed the corporate genes, these are "rated and diagnosed" to identify the "desease genes" which negatively impact on the business performance: they are ultimately targeted for a "genetic organizational engineering" action which will change the capability balance to sustain the new desired performance level. The use of the "restriction enzymes" (i.e. the Core Values Factors) is strategically fundamental and instrumental to succeed in avoiding any crisis of rejection.