ENGAGING HUMAN PERFORMANCE TO DRAMATICALLY IMPROVE STRATEGIC BUSINESS RESULTS
Client Testimonials
What's New
Slide 1 Slide 2 Slide 3

Passion Liberator Health Check

To complete this Health Check, please read each of the statements and select the number in the column which most closely reflects your reaction to each proposition.

Please make a response to all the statements. Add up your total number, per section, and compare it with the results table at the end of each section.

The whole process should take no longer than 15 minutes and should be completed on an individual basis. Please focus on the experience with your present organization.

Once done, you can discuss your findings with your colleagues who have also completed the health check. The value of this tool is in the discussion and resulting action plan, not the scores per se. Focus on any real disparity in scoring and any consistently low scores. These are the areas that for you may yield the biggest return on discussion and can illuminate the way to raising the bar on performance in your organization.

If you would like to discuss your results, any particular aspects of the health check questionnaire or how we can help you or your team, please contact us.

Answer the questions below honestly using this scale:

5 = Strongly Agree
4 = Agree
3 = Neutral
2 = Disagree
1 = Strongly Disagree

Questions:

Liberator #1: Intimacy

  1. Our people know each other very well
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. The conversations we have at work are authentic and result in committed actions
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. Our Leadership teams connect well with each other and communicate effectively throughout the organization
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. Our people support each other and frequently offer encouragement and praise
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. We accept challenge without any defensive reactions whatsoever
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

Liberator #2: The Right Bull’s Eye

  1. Our organization has a clear vision which I find personally very compelling
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. Our strategic targets and goals are stretching yet achievable
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. We have great metrics that tell us we are on course to deliver our vision and strategic goals
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. Our ‘Must Win Battles’ are worth fighting and will leave us in great shape once we have won
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. I feel really proud to deliver our vision
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

Liberator #3: Radical Conversations

  1. We frequently have business-critical conversations and engage the appropriate people in these discussions.
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. Our dialogue with colleagues is open, honest, candid yet respectful
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. Our people accept criticism as a challenge to improve
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. We solve problems collaboratively without allocating blame
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. We deal with non-performance fast and fairly, ensuring we can move forward without rancour
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

Liberator #4 Protecting Possibility

  1. We face reality honestly and quickly without cover-up and deal mostly in data not opinions
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. Our mistakes are highlighted and used as a catalyst for improvement
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. We spend more energy solving problems than we do looking for reasons for failure
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. We encourage optimism and this behaviour gets recognized and is rewarded.
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. We spend more time looking forward than we do looking back when we meet.
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

Liberator #5 Provoking The Future

  1. We have a great track record in overthrowing past practices that no longer work
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. We invest a lot of organizational energy in improving the future
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. We celebrate and recognize new ideas and deliver valuable innovation
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. We have many forums for people to connect and share ideas
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. Our key decision makers take an active interest in developing new ideas
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

Liberator #6: Claiming Accountability

  1. We have a strong “can do” mentality throughout the organization
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. We convert our ideas into action with speed and tenacity
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. We seek forgiveness rather than permission when trying new things out
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. We get diverse groups galvanised to follow through and we deliver on our promises
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. People at all levels give and receive authentic fact-based ‘feed forward’ comments
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

Liberator #7: Living Vitality

  1. We encourage people to account for results rather than just time
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. Our relationships across boundaries are vital and dynamic rather than purely hierarchical
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. We encourage our leaders to demonstrate vitality and personal energy
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. We really value new ideas, experiences and perspectives
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. We prioritise well and then stick to our priorities
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

Liberator #8: Appreciating Potential

  1. Our people are recognized as individuals, for their personal value rather than just their role/job
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. Our people feel like they count and their thoughts and feelings are considered meaningful by those around them
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. We identify and nurture our top talent
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. We focus on talent deployed rather than time logged when it comes to career progression
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. We challenge talented individuals to grow and provide them with the opportunity to do so
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

Liberator #9: Coaching for Passionate Growth

  1. We explicitly ensure our people understand the behaviours necessary to be successful in our organization
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  2. We develop our leaders through coaching, feed forward and open & honest dialogue
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  3. All our people are encouraged to seek out support to help them develop themselves
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  4. Our people feel valued throughout our organization.
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree
  5. Our teams are given all the necessary support required to ensure they can succeed
    Strongly Agree
    5

    4

    3

    2

    1
     Strongly Disagree

+ Results

Results

Scores for each section within the indicative bands should roughly be interpreted as follows:

22 – 25 = Very impressive. Keep it up! You are a model organization from which others can learn.
19 – 22 = Some potential for concern in this area. Action should be taken soon to prevent issues standing in the way of peak performance.
15 – 18 = Performance in this area is likely to hold back the overall performance of the business and therefore requires immediate attention.
< 14 = There are real, and probably urgent, performance problems in this area which are likely to require fairly radical action.

If you would like to discuss your results, any particular aspects of the health check questionnaire or how we can help you or your team, please contact us