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High Performance Flexibility™ Assessment

How flexible and high performing is your organization?

Step 1 of 6

16%

The findings from this High Performance Flexibility™ Assessment will help you target and accelerate the transformation that takes flexibility to the next level.

Once you understand your organization’s current state of flexibility, use our Return on Flexibility™ Calculator to estimate the return—gains over costs—that are possible when you optimize your flexible operating model and culture.

Let’s get started!

Before we begin, please provide some basic information about you and your organization.

Please provide your email address:
Please provide your email address:
NumberOfEmployees
How many people work at your organization?
CurrentlyCalculate
Does your organization currently calculate the return (gains over costs) of your efforts to optimize the effectiveness of strategic work flexibility?

Senior Leaders

The following questions gauge senior leader understanding, support, and preparedness.

On a scale of 1 (strongly disagree) to 5 (strongly agree), how strongly do you agree or disagree with the following statements about your organization’s senior leadership, defined as those in strategic decision-making positions.

Q4
Our senior leaders understand the definition of high performance flexibility (i.e., a flexible, digitally enabled way of operating across on-site and remote workplaces, workspaces, and time to achieve high levels of performance and well-being).
Q5
Our senior leaders understand the role they play in effectively leading a high performance, flexible organization.
Q6
Our senior leaders have the skills and tools to effectively lead a high performance, flexible organization that operates across on-site and remote workplaces, workspaces, and time.
Q7
Our senior leaders support experimentation with new flexible ways of working.
Q8
Our senior leaders model flexibility in how, when, and where they do their work.
Q9
Our senior leaders are comfortable connecting with others in the organization on-site (in person).
Q10
Our senior leaders are comfortable connecting with others in the organization virtually.
Q11
Our senior leaders have effectively adopted the technology that enables a seamless, flexible way of operating, regardless of where or when work is done.

Senior Leaders (continued)

The following questions gauge senior leader understanding, support and preparedness.

On a scale of 1 (strongly disagree) to 5 (strongly agree), how strongly do you agree or disagree with the following statements about your organization’s senior leadership, defined as those in strategic decision-making positions.

Q12
Our senior leaders understand that a flexible operating model improves talent attraction and retention.
Q13
Our senior leaders understand that a flexible operating model improves engagement.
Q14
Our senior leaders understand that a flexible operating model supports diversity, equity, and inclusion.
Q15
Our senior leaders understand that a flexible operating model enhances well-being.
Q16
Our senior leaders understand that a flexible operating model optimizes the use of real estate and facilities.
Q17
Our senior leaders understand that a flexible operating model enables the organization to achieve its commitment to environmental issues, social issues, and corporate governance goals.
Q18
Our senior leaders understand that a flexible operating model can improve productivity.
Q19
Our senior leaders understand that a flexible operating model can support health and safety.
Q20
Our senior leaders understand that a flexible operating model can support operational resilience.
Q21
Our senior leaders understand that a flexible operating model supports individual work+life fit (i.e., the way work and life fit together based on your unique realities).

Managers

The following questions gauge manager-level support, understanding, and preparedness.

On a scale of 1 (strongly disagree) to 5 (strongly agree), how strongly do you agree or disagree with the following statements about your organization’s managers, defined as those with direct, day-to-day supervisory responsibility.

Q22
Our managers understand the definition of high performance flexibility (i.e., a flexible, digitally enabled way of operating across on-site and remote workplaces, workspaces, and time to achieve high levels of performance and well-being).
Q23
Our managers understand their role in effectively leading high performing, flexible work teams.
Q24
Our organization has provided managers with the skills and tools to effectively lead high performing, flexible work teams.
Q25
Our managers regularly check in with their team to clarify priorities and get progress updates, which in turn allows team members to determine how, when, and where they will do their jobs and manage their lives best.
Q26
Our managers have defined qualitative and quantitative metrics against which they gauge team members’ performance.
Q27
Our managers provide opportunities for development and advancement to all team members regardless of where, when, and how they work.
Q28
Our managers understand how to reinforce the organization’s culture and values as they lead their flexible work teams.
Q29
Our managers are comfortable connecting with their team both on-site (in person) and virtually using the technology and tools that are available to them.
Q30
Our managers have effectively adopted the tools and technology that enable their team to seamlessly execute their work across on-site and remote workplaces, spaces, and time.
Q31
Our managers support team members’ experimentation with new flexible ways of working.
Q32
Our managers know how to initiate and lead the recalibration of how, when, and where their teams work as realities and needs change.

Teams/Individual Employees

The following questions gauge the understanding and preparedness of teams and individual employees.

On a scale of 1 (strongly disagree) to 5 (strongly agree), how strongly do you agree or disagree with the following statements about how, when, and where teams and individual employees operate within your organization.

Q33
In our organization, our teams understand why it matters to them and the business to intentionally coordinate how, when, and where their tasks/priorities are best performed.
Q34
In our organization, our teams have the skills and tools to effectively coordinate how, when, and where their tasks/priorities are best performed.
Q35
In our organization, our teams regularly clarify accessibility and responsiveness within their own team and with other teams within the organization based on the priorities and tasks each need to execute.
Q36
In our organization, our teams recalibrate with each other how, when, and where they will work as realities and needs change to optimize their performance and well-being.
Q37
In our organization, individual employees understand their role in determining how, when, and where they do their work and manage their lives to achieve high performance and well-being.
Q38
In our organization, individual employees have the skills and tools to determine how, when, and where they do their work, and manage their lives, to achieve high performance and well-being.
Q39
In our organization, individual employees regularly clarify priorities and provide progress updates to their managers, which in turn allows them to determine how, when, and where they will do their jobs and manage their lives most effectively.
Senior Leaders Percentage
Managers Percentage
Teams/Employees Percentage
Overall Percentage
Overall Percentage Rounded
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