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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
- Our people know each other very well
- The conversations we have at work are authentic and result in committed actions
- Our Leadership teams connect well with each other and communicate effectively throughout the organization
- Our people support each other and frequently offer encouragement and praise
- We accept challenge without any defensive reactions whatsoever
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+ Results
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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.
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Liberator #2: The Right Bull’s Eye
- Our organization has a clear vision which I find personally very compelling
- Our strategic targets and goals are stretching yet achievable
- We have great metrics that tell us we are on course to deliver our vision and strategic goals
- Our ‘Must Win Battles’ are worth fighting and will leave us in great shape once we have won
- I feel really proud to deliver our vision
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+ Results
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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.
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Liberator #3: Radical Conversations
- We frequently have business-critical conversations and engage the appropriate people in these discussions.
- Our dialogue with colleagues is open, honest, candid yet respectful
- Our people accept criticism as a challenge to improve
- We solve problems collaboratively without allocating blame
- We deal with non-performance fast and fairly, ensuring we can move forward without rancour
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+ Results
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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.
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Liberator #4 Protecting Possibility
- We face reality honestly and quickly without cover-up and deal mostly in data not opinions
- Our mistakes are highlighted and used as a catalyst for improvement
- We spend more energy solving problems than we do looking for reasons for failure
- We encourage optimism and this behaviour gets recognized and is rewarded.
- We spend more time looking forward than we do looking back when we meet.
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+ Results
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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.
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Liberator #5 Provoking The Future
- We have a great track record in overthrowing past practices that no longer work
- We invest a lot of organizational energy in improving the future
- We celebrate and recognize new ideas and deliver valuable innovation
- We have many forums for people to connect and share ideas
- Our key decision makers take an active interest in developing new ideas
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+ Results
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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.
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Liberator #6: Claiming Accountability
- We have a strong “can do” mentality throughout the organization
- We convert our ideas into action with speed and tenacity
- We seek forgiveness rather than permission when trying new things out
- We get diverse groups galvanised to follow through and we deliver on our promises
- People at all levels give and receive authentic fact-based ‘feed forward’ comments
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+ Results
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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.
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Liberator #7: Living Vitality
- We encourage people to account for results rather than just time
- Our relationships across boundaries are vital and dynamic rather than purely hierarchical
- We encourage our leaders to demonstrate vitality and personal energy
- We really value new ideas, experiences and perspectives
- We prioritise well and then stick to our priorities
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+ Results
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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.
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Liberator #8: Appreciating Potential
- Our people are recognized as individuals, for their personal value rather than just their role/job
- Our people feel like they count and their thoughts and feelings are considered meaningful by those around them
- We identify and nurture our top talent
- We focus on talent deployed rather than time logged when it comes to career progression
- We challenge talented individuals to grow and provide them with the opportunity to do so
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+ Results
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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.
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Liberator #9: Coaching for Passionate Growth
- We explicitly ensure our people understand the behaviours necessary to be successful in our organization
- We develop our leaders through coaching, feed forward and open & honest dialogue
- All our people are encouraged to seek out support to help them develop themselves
- Our people feel valued throughout our organization.
- Our teams are given all the necessary support required to ensure they can succeed
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+ Results
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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
