I've been working in HR for a long time, but we've never really got a proper organizational diagnosis.
So, I decided to do a simple one myself.
It's the same with an organization.
You need to see if the functions and tasks that the organization must perform are well-organized, if roles are properly assigned, and if the assigned tasks are being done well.
To understand this more easily, think of it like soccer.
In soccer, there are different positions:
Forwards: Central, Wing, Second Striker
Midfielders: Central, Defensive, Attacking, Wing
Defenders: Center Back, Libero, Full Back, Wing Back
In an organization with 11 or more people, the first priority is to clearly define each person’s responsibilities. Then, just like assigning players to positions in soccer, you need to see if tasks are assigned to the right people in the organization. This is called the formation. In soccer, there are formations like 4-4-2 or 4-3-3, where you see how many players and who is placed where, depending on the task.
After this, it’s good to also check the systematic (medical) and cultural (psychological) aspects in a simple and straightforward manner.
You don’t need to do complex things like satisfaction surveys, trend analysis, or benchmarking right away—they can be done later or even skipped.
So, I decided to do a simple one myself.
The method I used is like a health check-up but for an organization.
In a health check-up, the basics include structural items, like checking muscle mass and bone density to see if someone can be active (work), and measuring height and weight to check for obesity.It's the same with an organization.
You need to see if the functions and tasks that the organization must perform are well-organized, if roles are properly assigned, and if the assigned tasks are being done well.
To understand this more easily, think of it like soccer.
In soccer, there are different positions:
Forwards: Central, Wing, Second Striker
Midfielders: Central, Defensive, Attacking, Wing
Defenders: Center Back, Libero, Full Back, Wing Back
In an organization with 11 or more people, the first priority is to clearly define each person’s responsibilities. Then, just like assigning players to positions in soccer, you need to see if tasks are assigned to the right people in the organization. This is called the formation. In soccer, there are formations like 4-4-2 or 4-3-3, where you see how many players and who is placed where, depending on the task.
Then, you regularly check their performance, like giving each player a match rating. These ratings accumulate to show each player’s abilities. By drawing this formation, you can see the organization at a glance, noticing where there are shortages or surpluses.
The leaders of a company are like soccer coaches.
The leaders of a company are like soccer coaches.
The basic step in an organizational diagnosis is to check if the team’s positions and formation are set up correctly.
This is the easiest and most essential way to check the structural (surgical) aspects of an organization’s health.
After this, it’s good to also check the systematic (medical) and cultural (psychological) aspects in a simple and straightforward manner.
You don’t need to do complex things like satisfaction surveys, trend analysis, or benchmarking right away—they can be done later or even skipped.
Tags:
Team
