An example report for a whole organization. The organization and the answers are invented. The scores come from the real scoring rules. Every pattern has a first step: one small step to test it where you work.
34 / 100Overall score for the culture to innovate
Struggling to keep up
- Leaders · 1 scored
- Managers · 4 scored
- Employees · 13 scored
- Organization, all roles together
- Gap: leaders minus employees
PermissionlowestCan people try ideas without asking for approval?CouragelowestIs it safe to share bold ideas?AspirationDo we know what we are trying to achieve?CapabilityDo people have the skill and the time?UrgencyDoes anyone here feel change is urgent?ConnectionDo ideas travel between teams?The overall score is not a plain average. A low dimension pulls it down more than a high one lifts it, so raising your lowest score raises the overall most.
Employees score every dimension lowest.
Employees score 25 versus managers 55 and leaders 60.
A low Permission score describes a workplace like this. Ideas wait a long time for approval
What the answers show
PatternPermission Paradox
Leaders believe they have given people the freedom to act. The people who should use it still ask, wait and worry about the risk.
Blocks innovationConfirmed· Leaders, managers, employeesThree or more roles' answers show the same gap.4 managers show the same gap.
Where to start
Start herePermission Paradox
Publish the three decisions a team may take without approval, and remove one approval layer this quarter.
For leadership and managers, together with employees:
Where to start
What the answers show
Every pattern this scan found
This scan found 12 patterns. Each shows its dimension and confidence level. The full report opens the other 11.
Aspiration
- Probable
Permission
- Permission ParadoxShown aboveConfirmed
Capability
- Confirmed
- Indicative
- Confirmed
- Probable
- Indicative
Connection
- Courtesy ConsultationConfirmed
- Confirmed
- Probable
Urgency
- Strategy FogConfirmed
- Probable