Organizational Assessment

Download an Acrobat version of this page:  

The Ted Willey & Associates' Organizational Culture Survey is a multiple item survey designed to confidentially gather associates’ perceptions of the organization’s current reality as well as help identify an organization’s strengths and weaknesses. This process utilizes a new software tool called Engage ThoughtWare, www.engagethoughtware.com.

Engage ThoughtWare is (1) a software technology resource for sharing ideas, and (2) a software tool designed to get responses to survey questions and/or get the best ideas ‘out of people’s heads and into the organization’ where they can be used. This objective is accomplished by creating a safe and rewarding environment where people can truly say what they think, anonymously, by contributing their ideas to a ThoughtTree question, where everyone involved can explore each other’s thinking. This tool even has the ability, if desired, to reward individuals with points which can be used in several ways.

Engage ThoughtWare is a unique way of getting more people involved at the beginning of an organizational assessment process or a project objective so richer data can be gathered and projects get completed faster, with better results. We have found Executives want to use Engage ThoughtWare to gather thoughts and ideas from a large group of associates quickly. Managers use Engage ThoughtWare to successfully accelerate projects, and associates want to use Engage ThoughtWare to make the maximum possible contribution and get recognized for doing so.

Specifically, the Engage ThoughtWare Organizational Culture Survey provides an organization the opportunity to customize important questions that measure specific aspects of its culture. Individual survey responses are confidentially collected and tabulated into a profile that summarizes those responses in rank priority order. In addition, follow-up or repeated use of this survey process provides a measure of the organization's progress toward achieving optimum performance. Survey summary reports and associates’ suggestions are gathered and presented in easily understood business terms, making the Organizational Culture Survey a critically important, easy to use and powerful tool.

360 Multi-Rater Assessment

The Leadership Competency Analysis and employee development process requires an integration of performance evaluation, career counseling, and management training. Used to impact the morale and motivation of employees, the competency analysis is executed using the latest in multi-rater survey processes.

Employee development, in this instance, means systematically increasing the knowledge, skills, and experience of employees to enable them to:

  (a) perform their current duties more efficiently 

  (b) be capable of assuming greater responsibility in their present assignment 

  (c) achieve more competitive postures for future promotional opportunities

Employee development is beneficial to the company because as employees enhance their abilities as leaders they become more valuable to the organization.

The 360-degree multi-rater leader assessment is one of the most commonly used leadership assessment and development tool utilized by today's organizations. This leadership development activity, provided by Ted Willey & Associates', is a confidential process where a participant receives anonymous skill evaluations from a circle of stakeholders (peers, direct reports, a supervisor, etc.). The candid feedback received by the participant offers information that is critical to an employee's successful job performance. The summary results gathered help the participant validate both their strengths and their priorities for future development. The multi- rater assessment, competency analysis and development planning process is executed using the latest research and technology. Some examples of leadership competencies in this assessment include strategic thinking, building trust, developing others, demonstrating emotional intelligence and achieving results.

Benefits of the 360 Rater Feedback Process:
  • Broader Scope of Feedback: Feedback is received from all key stakeholders, not just a supervisor, providing a well-rounded view of how others perceive a participant's efforts.
  • Fair Feedback: The 360 process is web based and is administered using technology ensuring confidential responses so raters can provide accurate and honest feedback.
  • Self-Awareness: 360 feedback results are presented in a complete summary report that highlights the strengths and development needs of a participant. The results give the participant a clear and accurate picture of their performance.
  • Self-Development: Getting a clear picture of performance helps identify areas that need to be improved as well as strengths that can be leveraged. Knowing the skills that need improvement is the first step toward creating a plan of development for short and long term growth. This enables employees to:
    • perform their current duties more efficiently
    • be capable of assuming greater responsibility in their present assignment
    • achieve more competitive postures for future promotional opportunities
    • enhance their abilities as leaders so they become more valuable to the organization
Ted Willey & Associates work in collaboration with their technical associates, The Booth Company, publisher and administrator of the Clark Wilson 360 degree feedback surveys based on the leadership Task Cycle®, a validated theory of leadership and identification of key management requirements. This comprehensive survey measures the fundamental skills of mission-critical organizational roles. The Booth Company has been providing 360 degree feedback surveys and development programs for over 30 years and is trusted by many of the world's leading companies.


Employee Satisfaction Index Assessment

The Employee Satisfaction Index Assessment is based on a scientifically developed and tested employee survey system. An index of employee satisfaction is an excellent tool for management.
  • Benchmarking the work force allows management to know empirically where all groups of employees stand on a variety of important issues. 


  • Goal setting for departments and for individual managers provides performance objectives.


  • Early detection and prevention of potential problems is possible.
The Employee Satisfaction Index is also a tool for improvement.
  • Feedback sessions allow employees and managers to identify, analyze, and prioritize problem areas.


  • Communication is enhanced because information is shared between employees, managers, and senior management.


  • Teamwork often improves as issues of cooperation, group differences, job assignments, and customer satisfaction are addressed.
The Employee Satisfaction Index is a tool to promote involvement.
  • Solutions are emphasized in which managers and employees participate together in bringing about change.


  • Employees who are empowered to make decisions participate in their jobs more and need less supervision.


  • Accountability is increased because work groups attain greater agreement of the job responsibilities and these results may be measured on subsequent ESI surveys.
Each questionnaire is customized to fit the needs of the client. Employee questionnaires can be translated into many languages and include questions that are divided into categories which include:

improvement  •  job features 
customer satisfaction  •  human resources
reward/recognition  •  pride
teamwork  •  leadership
communication  •  benefits