It was important to us - especially with regard to our corporate culture - to have a data-based classification that consists of the unfiltered view of our employees. Over 400 stories were submitted, which were analyzed in different dimensions. Advantages of the procedure: a high level of acceptance, facts instead of gut instinct, the possibility of developing our corporate culture in a targeted manner, and also measuring this. Our conclusion: clear recommendation for the use of the OrgScan.

– Christina Kiehl, CFO congstar (Deutsche Telekom group)

(After using OrgScan for 6 months) We are more aligned now [...] Departments that you would consider those that are more structured, that you might call the backbone are now valued equally compared to those that are more extroverts outside, being in sales, being at creative work and they value each other now on the same level. And that is a huge achievement. 

- Tobias Schiwek, CEO Divimove

Get OrgScan in combination with the Strategy Map software

The Agile Strategy Map tool embodies the principles of ORGANIC agility. It allows you to make your strategy visible, makes your processes transparent, and engages everyone in your organization to contribute in strategy execution and observe its results.

Together with the Organizational Scan you can track how the culture, the changes in leadership and the decision making processes are progressing within your pilots and safe to fail experiments.

Write a short story (a couple of sentences are enough) and give it a name. Then, you will have the opportunity to record several aspects of the decision, such as how long it took, how was it communicated, who made it, and how you felt about it. There are seven questions in this section.

In this part you are going to use a patented triad system. There are six triads, and for each you will need to move a point and position it in relation to those three elements. The questions are going to involve factors that influenced, helped, or made the decision possible. This is the part that often involves uncertainty in the beginning, which is part of the design. There is no right answer, so follow your gut.

This is the final part and it involves you placing a stone in a quadrant for four different dimensions: Leadership, Orientation, Effectiveness, and Value Drivers. When you pick up the stone, the graph is going to show you the characteristics of each quadrant to guide you in the placement. The result is going to situate this decision in the Competing Values Framework, which can describe your organizational culture.

Following this, depending on your version of the tool, you might have to fill in some demographic information, either at first login (if you have a personal login), or every time. If you are using OrgScan Lite there are no demographics.

The dashboard of the OrgScan is going to record the data recorded by your people. Taken all together, this is going to show you a current and fact-based picture of how your organization actually operates. The more decisions you can motivate everyone to collect, the more accurate the picture will be. On this basis, you can see clearly where you would like to make improvements and how you can bring your culture into better alignment with your goals. The capabilities of the dashboard vary according to the version of the tool you are using (see comparison table). For every version you will get a clear view of your organizational culture and other information on your decision-making process, such as Speed and Frequency of different types of decisions. The OrgScan report, available for all versions with the exception of the free trial, is going to go into greater depth into what your decision-making process reveals and the associations that can guide you where change will benefit you the most.

• What is the OrgScan?
• Detailed walk-through
• FAQs
• Privacy and data retention