Begin by answering the following question:

Is your organisation (or team) currently going through change, or preparing to make changes?

Yes No

01. To transform our team’s and/or organization’s strategy, or elements of it, it would be helpful if we created a greater sense of urgency around the do-or-die nature of these changes to encourage people to take action.

Already do well

I need to do this better

Not a priority

02. It would be helpful if we got more Social Influencers (as defined in the Nine Action Factors framework) to believe in the changes we need to make and to proactively help to deliver the changes.

Already do well

I need to do this better

Not a priority

03. It would be helpful to clearly show people how changing our team’s and/or organization’s strategy, or elements of it, will make things better for them.

Already do well

I need to do this better

Not a priority

04. It would be helpful to use behavioral science insights (e.g., Nine Action Factors framework) to make it easier for people to become part of the change movement.

Already do well

I need to do this better

Not a priority

05. It would be helpful to systematically analyse the barriers that will prevent change and create a plan to remove them.

Already do well

I need to do this better

Not a priority

06. It would be helpful to create a strategic plan that sets out both our short- and long-term goals so that we can focus on securing short-term wins and celebrate them.

Already do well

I need to do this better

Not a priority

17. It would be helpful if we spent some time revisiting our team’s and/or organization’s strategy.

Already do well

I need to do this better

Not a priority

28. It would be helpful if we spent some time revisiting what people need to do regularly (habits) to be at their best and help our team and/or organization achieve its short-term priorities and long-term objectives (mission).

Already do well

I need to do this better

Not a priority

39. It would be helpful if everyone could name our team’s and/or organization’s priorities and rank them in order of priority.

Already do well

I need to do this better

Not a priority

410. It would be helpful if we internally communicated our priorities with a significant piece of marketing activity that gets people’s attention and has lasting impact.

Already do well

I need to do this better

Not a priority

511. It would be helpful if we internally communicated our mission in such a way that it made a genuine, lasting impact with people.

Already do well

I need to do this better

Not a priority

612. It would be helpful if everyone understood how their individual roles and responsibilities helped the team and/or organization achieve its short-term priorities and long-term objectives (mission).

Already do well

I need to do this better

Not a priority

713. It would be helpful if people were empowered to actively commit to their roles and responsibilities.

Already do well

I need to do this better

Not a priority

814. It would be helpful if we were better at measuring individual and team performance against our strategic priorities.

Already do well

I need to do this better

Not a priority

915. It would be helpful if we were better at celebrating small individual and team performance successes.

Already do well

I need to do this better

Not a priority

1016. It would be helpful if we were better at holding teams and individuals accountable when they did not perform.

Already do well

I need to do this better

Not a priority

1117. It would be helpful if everyone in the team/organization felt like they had a voice.

Already do well

I need to do this better

Not a priority

1218. It would be helpful to embrace negative feedback to make people feel safe enough to tell the truth.

Already do well

I need to do this better

Not a priority

1319. It would be helpful if we created more dedicated space where people could collaborate face-to-face and remotely.

Already do well

I need to do this better

Not a priority

1420. It would be helpful if our onboarding inductions made people feel safer, more valued, and more central to the team’s and/or organization’s mission.

Already do well

I need to do this better

Not a priority

1521. It would be helpful if we undertook more fun activities to boost team cohesion and morale.

Already do well

I need to do this better

Not a priority

1622. It would be helpful if we focused more on learning together, instead of focusing on winning the argument.

Already do well

I need to do this better

Not a priority

1723. It would be helpful if we had individual and team “best doing” and performance reviews more regularly.

Already do well

I need to do this better

Not a priority

1824. It would be helpful if we separated performance reviews/appraisals and staff development (e.g., training, coaching).

Already do well

I need to do this better

Not a priority

1925. It would be helpful if I stepped back occasionally and let others take more responsibility.

Already do well

I need to do this better

Not a priority

2026. It would be helpful if the team and/or organization was better at managing people who had a negative influence on their colleagues and our clients.

Already do well

I need to do this better

Not a priority

2127. It would be helpful if recruitment had a bigger focus on the candidate’s Habit Mechanic and/or Chief Habit Mechanic skills and mindset.

Already do well

I need to do this better

Not a priority

2228. It would be helpful if colleagues shadowed each other for a few hours and provided constructive feedback.

Already do well

I need to do this better

Not a priority

Cultural Architect Assessment results

Now that you have reﬂected on your current strengths and weaknesses as a Cultural Architect, give the ‘I need to do this better’ areas you have selected a priority score. (1 is low and 10 is high.)

I need to do this better (add your priority scores):

Priority scoresScore each area to show how important it is to improve. 1 = Low; 10 = High.

Already do well:

Not a priority:

2. Write down the area that has the highest priority score.

3. Make a plan to improve this area, and re-assess yourself as a Cultural Architect in 3-4 weeks.

Email me my results

The Cultural Architect element of Team Power® Leadership focuses on leading the team’s strategy and culture. To help you identify your strengths as a Cultural Architect, and also areas you can improve, why not take the test?

Take the Test

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