xq COMPARATIVE REPORT

Transcription

1 xq COMPARATIVE REPORT Prepared for: Company X August 31, 2006 March 11, 2007 EXECUTIVE SUMMARY 2 DETAILED FINDINGS 9 CUSTOM QUESTIONS 36 POSITION AND UNIT STRUCTURE KEY 40 SUMMARY TABLES 42 NEXT STEPS FranklinCovey Core Report (Excludes written comments.) 1

2 Executive Summary Welcome to the xq Comparative Report for Company X. The purpose of this report is to help your organization or unit understand the degree of change in your ability to focus and execute on its most important goals. Your Execution Quotient, or xq score, is a leading indicator of the likelihood of executing current goals as well as any future goals. A few facts about the xq Questionnaire: There are 27 questions (22 objective; 5 open-ended) about your execution discipline. There are 4 custom questions. Results are reported for the organization as a whole, as well as for each unit or work group. Results are anonymous individual responses cannot be traced. To protect the anonymity of respondents, no data for groups of fewer than five respondents is reported. The questionnaire can be readministered regularly to track improvement in execution capability. The xq score is a number on a scale of 0 100, where 100 indicates flawless execution. The xq score is based on points awarded on Questions 1 19 and 21. Other questions do not affect the xq score but provide critical insight into execution issues. Below is the overall xq score for Company X together with scores on your application of six key principles of execution at three levels. Do we know the goals? Clarity Commitment Do we buy in to the goals? Translation Into Action Do we know what to do to achieve the goals? Enabling 50 Do we take down barriers? Synergy 49 Do we work together to arrive at better ways to achieve our goals? Accountability Do we account to each other for our commitments? Your Overall xq Score : 56 : Organizational Level Are we aligned to execute organizational goals? Team Level How well do we execute on unit or work-group objectives? Individual Level How well do individual workers practice the disciplines needed for good execution? As you examine the data, consider these questions: Where's the good news? the bad news? Why did so many/so few answer that question that way? What are they trying to tell us? How should we respond to these scores? What's most important here? 2007 FranklinCovey Executive Summary 2

3 xq Score for ICompany X Organization National Average 47 Top 1 89 This chart shows the xq score for Company X in both and compared to: compared to: National Average: The average xq score of 12,182 respondents representative of the U.S. adult workforce. Top 1: The average xq score of the top 10 percent of 12,182 respondents representative of the U.S. adult workforce. Who Participated in xq? Organization # % Total Responses MgrSuper % 78 Assoc % 70 Organization # % Total Responses MgrSuper 91 26% 67 Assoc 2 74% 52 : Of 538 people across the organization invited to answer the questions, 356 responded for a response rate of 66 percent. : Of 538 people across the organization invited to answer the questions, 456 responded for a response rate of 85 percent FranklinCovey Executive Summary 3

4 Distribution of Respondent xq Scores for Company X Number of Respondents Number of Respondents xq Score xq Score What you want to see over time is a high, narrow curve on the right of the graph. Such a curve indicates sharp focus and precise execution. The goal is to push the xq score in that direction. Questions to Consider: Is the distribution curve narrow? broad? What does this distribution curve indicate about our execution discipline? What would it mean to us to narrow the curve and move it to the right? 2007 FranklinCovey Executive Summary 4

5 xq Scores by Principle of Execution Organization Nat. Avg. Top 1 CLARITY INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) TEAM FOCUS: Diligent work-team focus on top goals (Q19) COMMITMENT TEAM GOALS QUALITY: Clear, measurable team goals (Q2) INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) TRANSLATION INTO ACTION ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) ENABLING TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) ORG. SUPPORT: Active support for work-team goals (Q18) SYNERGY TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) TEAM TRUST: A safe, win-win work environment (Q5) ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) ACCOUNTABILITY TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) TEAM MEASURES QUALITY: Success measures tracked accurately and openly (Q8) INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) Score Score FranklinCovey Executive Summary 5

6 xq Scores by Org., Team, and Individual Levels Organization Nat. Avg. Top 1 ORGANIZATIONAL LEVEL ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) ORG. SUPPORT: Active support for work-team goals (Q18) TEAM LEVEL TEAM GOALS QUALITY: Clear, measurable team goals (Q2) TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) TEAM TRUST: A safe, win-win work environment (Q5) TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) TEAM MEASURES QUALITY: Success measures tracked accurately and openly (Q8) TEAM FOCUS: Diligent work-team focus on top goals (Q19) INDIVIDUAL LEVEL INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) Score Score FranklinCovey Executive Summary 6

7 Goal and Measure Clarity This figure indicates the average percentage of respondents who accurately identified the key goals and measures of the organization. (For more detail, see Q22 & Q23.) Do workers know the key goals of the organization? 36% Do workers know the key goals of the organization? 78% Do workers know the key measures of success on those goals? 15% Do workers know the key measures of success on those goals? 49% Time Allocated to Key Objectives This figure indicates the percentage of time employees report spending on the key objectives of the organization versus time spent in other ways. Your results are compared to national averages. (See Q21.) 12% 23% % 17% 1 23% 6 19% National Average 7 Organization Percentage of time spent on the most important goals of (my unit). Percentage of time spent on other activities that have little relevance, but demand immediate attention. Percentage of time spent on counterproductive activities FranklinCovey Executive Summary 7

8 Top Organizational Barriers to Execution This figure indicates up to three barriers to execution most often selected by respondents. (For more detail, see Q20.) Lack of resources (e.g., insufficient budgets, people, tools, support). 58% Overwhelming workload (e.g., too much to do, can t get to all my key priorities, feeling exhausted). Bureaucracy (e.g., irrelevant or cumbersome rules, needlessly long approval cycles). 32% 36% Lack of resources (e.g., insufficient budgets, people, tools, support). 55% Bureaucracy (e.g., irrelevant or cumbersome rules, needlessly long approval cycles). 36% Overwhelming workload (e.g., too much to do, can t get to all my key priorities, feeling exhausted). 35% 2007 FranklinCovey Executive Summary 8

9 Detailed Findings Question 1: Organizational Line of Sight Which statements are true about the most important goals of Company X and your role in achieving them? Please select all that apply. a. Company X has decided what its most important goals are. b. Company X has clearly communicated its most important goals. c. The goals of (my unit) clearly support the goals of Company X. d. The goals of (my unit) are translated into my individual work goals. e. My individual work goals are translated into daily tasks and activities. f. None of the above. Organization Comparative Score National Average 53 Top 1 90 a b c d e f Options Chosen Percentage of respondents who chose: 6% 1% 63 63% 6 62% % % 77% 86 86% 86% 9 9 Points Scoring Percentage of respondents who chose: Scoring Key Options a through e represent performance standards. Each option is worth 20 points. Ideally, respondents should select all five options, giving a score of 100. The overall score for this question is an average of all individual responses of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only 5% 4% 6% 1% 13% 19% 13% 9% 15% 17% 35% 63% 2007 FranklinCovey Detailed Findings 9

10 Question 2: Team Goals Quality Which statements are true about the goals set by (my unit)? Please select all that apply. a. We set goals that we are enthusiastic about. b. We set goals that will please our customers (those people or groups we directly serve). c. We set goals that give us measurable economic payback. d. We set goals that are timely; that is, it s the right time to work on them. e. We set goals that are truly achievable. f. We do not have any goals. g. None of the above. Organization Comparative Score National Average 42 Top 1 83 a b c d e f g 48 Options Chosen Percentage of respondents who chose: 6% 1% 9% 3% 32% 42% 48% 46% 5 67% % 73% 7 82% Points Scoring Percentage of respondents who chose: Scoring Key Options a through e represent performance standards. Each option is worth 20 points. Ideally, respondents should select all five options, giving a score of 100. The overall score for this question is an average of all individual responses of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only g. only 6% 1% 9% 3% 18% 11% 19% 13% 16% 21% 16% 11% 22% 35% 2007 FranklinCovey Detailed Findings 10

11 Only Question 30 Company X provides me with opportunities for continued personal growth and development. a. Strongly disagree with this statement. b. Disagree with this statement. c. Neutral, neither agree nor disagree. d. Agree with the statement. e. Strongly agree with this statement. a b c d e Options Chosen Percentage of respondents who chose: 5% 1 13% 23% 49% 2007 FranklinCovey Custom Questions 38

12 Only Question 31 I am energized and committed to the direction Company X is taking. a. Strongly disagree with this statement. b. Disagree with this statement. c. Neutral, neither agree nor disagree. d. Agree with the statement. e. Strongly agree with this statement. a b c d e Options Chosen Percentage of respondents who chose: 2% 6% 19% 18% 55% 2007 FranklinCovey Custom Questions 39

13 Summary Table (by Position) Org MgrSuper Assoc Number of Respondents: xq Score: CLARITY INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) TEAM FOCUS: Diligent work-team focus on top goals (Q19) COMMITMENT TEAM GOALS QUALITY: Clear, measurable team goals (Q2) INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) TRANSLATION INTO ACTION ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) ENABLING TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) ORG. SUPPORT: Active support for work-team goals (Q18) SYNERGY 77 TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) TEAM TRUST: A safe, win-win work environment (Q5) ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) ACCOUNTABILITY TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) TEAM MEASURES QUALITY: Success measures tracked accurately and openly (Q8) INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) Scoring Key Green Bold: High xq Scores Based on U.S. Top 15% Black: Medium xq Scores [Red:] Low xq Scores 40 0 Based on U.S. Bottom FranklinCovey Summary Tables 42