Company
Health Assessment

- Step 1 of 12

Take the Company Health Assessment to help identify what we should prioritize in our work together.

For each of the statements on the assessment, rank your company on a scale of 1 to 5, where 1 is weak/inconsistent and 5 is strong/consistent.

The Executive Team

Team members understand and appreciate each other’s different needs, challenges and objectives

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

The executive team meets quarterly for strategic thinking and planning

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

The executive team participates in ongoing executive education/coaching so they are growing along with the company

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

The executive team is able to engage in constructive debates and all members feel comfortable fully participating

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Everyone is aligned with the #1 thing

Each quarter 3-5 Priorities that need to be accomplished to move the company forward are identified and ranked

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Each employee/team has their own 2-5 personal quarterly goals, aligned with company goals, that push the company forward

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Company goal and personal goal progress are displayed on public Scoreboards

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

When a goal is off track, it’s reflected on the scoreboard and used to discuss what action is appropriate to get back on track

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

A Quarterly Theme and Celebration/Reward that bring the #1 quarterly goal to life are announced to all employees and updated weekly

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Communication rhythm

All employees are in a daily huddle that lasts less than 15 minutes so information moves through the organization quickly and accurately without having to have the same conversation over and over

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

All teams have a weekly meeting to solve issues and keep goals on track

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

All meetings are on the same day and at the same time each week, have an agenda, start on time, and end on time

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

All teams are able to engage in constructive debates and all members feel comfortable participating

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

There is a process to resolve cross-functional friction

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Accountability

Our Organizational Chart is clear, complete, and up-to-date. Anyone could look at the chart and instantly know who is responsible for a particular issue

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

We have a budget and are monitoring it at least quarterly

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Financial statements have a person assigned to each line item

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

We do 80/20 customer segmentation (we give more to our best customers and less to our marginal customers) and profitability analysis by customer and by market segment

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

We have a system to regularly collect customer data, and a process to act on that data

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

We benchmark our important numbers against our industry and our own past performance, constantly challenging ourselves to improve

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Our Core Processes are documented, simplified, and followed by all to consistently produce the results we want

HR—the way we search, find, hire, onboard, train, manage, review, promote, retain and terminate people

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Marketing—the way we get our message to our target audience and generate interest in what we do, and prospects for our salespeople

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Sales—the way we convert a prospect into a customer

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Operations—the way we make our product or provide our service to the customer (project management, logistics, warehouse, distribution, service, account management, delivery, production, quality control, customer service, etc.)

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Accounting—the flow and management of all money coming in and going out

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Customer retention—the proactive way we take care of customers after our product or service has been delivered, and the way we retain customers so that they continue to come back and send us referrals

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

New product development—all the steps and timelines to bring new products and services to market, or to improve existing products and services

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

If there are other core processes in your business, list them here

If there are other core processes in your business, list them here (copy)

New product development—all the steps and timelines to bring new products and services to market, or to improve existing products and services (copy)

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Employee feedback

All employees receive a regular review that helps keep their career on track (at least once a year, as often as quarterly)

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Employee input about obstacles and opportunities is collected weekly and acted on by management

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Everyone is in the right seat—they get it, want it, and have the capacity to do their jobs well. We would enthusiastically rehire each and every one of them

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Company Culture

Core Values and Purpose are clearly articulated, posted, and known by all employees

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

All executives and middle managers refer to the Core Values and Purpose when giving praise or reprimands

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

HR processes align with the Core Values and Purpose (hiring, orientation, appraisal, recognition, firing, etc.)

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Core Values and Purpose are reviewed each quarter and actions are taken to strengthen them in the organization

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

The company is the best place most of us have ever worked

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Everyone knows the company’s Strategy

Big Hairy Audacious Goal (BHAG®)—progress is tracked and visible

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Core Customer(s)—their profile in 25 words or less, and all of our marketing and sales efforts are focused on it

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

3 clear and valuable Brand Promises—and all of our marketing and sales efforts communicate them, perhaps with a compelling and clarifying guarantee

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Elevator Pitch—a compelling response to the question ‘What does your company do?’

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

All employees know if they performed well this week

1 or 2 Key Performance Indicators (KPIs) are reported weekly for each role/person

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Each employee has one Critical Number that aligns with the company’s top goals for the quarter

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

All executives and middle managers have a coach (or peer) holding them accountable to behavior changes

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Cash, profit, infrastructure, relationships

Our infrastructure—facilities, equipment, tools, phones, data storage/access, technology, etc. fully support the business. We aren’t overly constrained by our infrastructure and don’t waste time trying to work around it

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

The company cultivates the relationships necessary to bring us to the next level

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

The company has the cash it needs to function and grow

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

The company is profitable

1	2	3	4	5
1Item #1 1	2Item #1 2	3Item #1 3	4Item #1 4	5Item #1 5

Borrowed heavily from the Rockefeller Habits Checklist and the EOS Organizational Checkup

Company Health Assessment