Three Diagnostic Services

New Context Consulting
provides three different types of services for diagnosing organizational issues and identifying high-leverage opportunities for change:

1) Diagnosis of work-flow problems and other issues involving organizational structure, process, and systems

2) Assessment of organizational culture.

3) Focus-groups to generate feedback from internal or external customers about potential strategies, about the value of products and services, or about emerging customer needs.

For engagements where some form of organizational diagnosis is required, these methodologies are sometimes combined.

Diagnosis of Work-flow

Our diagnostic methodology for these issues is built into our services that facilitate change in these areas:

The Fast-Track Change Process™ (for process redesign and business issue solutions)

The Idea Factory™ (for creative organizational problem-solving)

Assessment of Organizational Culture

New Context Consulting
has over 20 years of experience diagnosing the strengths and limitations of organizational cultures. Our assessments typically focus not only on the culture as a whole, but also on significant dynamics within and
between key organizational groups (e.g., between owners and top management, between top management and those at other levels, between different divisions of a corporation, etc.) We are particularly skilled in identifying how a company's
culture does and does not support optimal business results. Just as important, we create settings where people can come together, acknowledge everyone's contribution to any problems that may exist, and pull together to accomplish
needed change.

How we involve our clients in the diagnostic process

If some form of culture assessment is needed, New Context always provide clients with a high degree of involvement in the diagnostic process.

First, we work with you to determine whether assistance with some form of organizational diagnosis would actually add value to the type of change that is needed.

Secondly, we use your input in custom-designing a diagnostic process that fits your unique situation.

Thirdly, we use a process that allows the appropriate people in your organization to share their perceptions of the problems and opportunities that exist.

Finally, after "mapping" the data into a coherent format, and often after adding our own recommendations for change, we design and faciliate collaborative meetings,where you and the people you select (e.g., your leadership team) discuss the findings and emerge with high commitment to your own agenda for change.


Different methodologies for assessing organizational culture

Depending on the needs of the situation, assessment methods can range from formal reports (based on interviews, observations, and analysis of documents) to half-day interactive meetings. Some of the options are listed below:

Reports based on interviews and other information sources. We have used this methodology as an initial phase for some organizational change efforts and as an initial phase for some team develpment projects. This methodology is most cost-effective in situations where:

There is not yet a clear enough understanding of what the issues are and what changes need to be made. (Example: It is clear that the organizational culture is not adequately supporting business results, but there is a
need to understand what it is about the culture that is causing this problem), and/or ...

There is a need to build consensus on the need for change, the issues that need to be addressed, and what changes need to be made, and/or ...

The organization would benefit from expert analysis of the issues and recommendations for change.

A series of interactive diagnosic sessions followed by off-site meeting(s).

We have used this methodology in situations where it's important to have maximum participation,both in the organizational assessment and in determining what changes need to be made.This methodology typically involves the use of small-group Perception-Sharing Sessions, supplemented by selected interviews and analysis of documents.See published article describing this methodology.

Half-day group diagnostic sessions followed by off-site meeting(s).

These are custom-designed Perception Sharing Sessions used with single management teams in situations where the need for change is generally clear, but there is a need to build a consensus about a more specific assessment and about what changes are needed.

Focus Groups

New Context also designs and facilitates focus groups that provide needed information from internal or external customers about potential strategies, about the perceived value of existing products and services, or about emerging customer needs.