Many organizational assessments become a cataloging of problems, rarely empowering for organizations. The Cook Ross approach, instead, seeks to heighten awareness and indicate areas where meaningful change and transformation are within reach.
Cook Ross does not use a “one-size-fits-all” approach; rather, each assessment is tailored to the client’s current needs, size, and other relevant factors. Our assessments are designed to engage a representative sample of the organization with a focus on ensuring the voice of key leaders is present. Among the methods we use are:
Review of Existing Data: Cook Ross partners with our clients to maximize the use of existing data. Often, rich insights are available in a review of previous engagement and climate surveys. We recommend considering data from multiple angles, and aim to go beyond the traditional data found on Diversity and Inclusion scorecards. In addition to employee engagement survey data, comments, and review of existing Diversity and Inclusion scorecards, other types of data we typically examine include workforce demographics and data related to talent attraction, retention, management, and performance. This analysis then informs the development of a survey and questions for interviews and focus groups.
Surveys: Surveys are broadly inclusive and allow for nearly everyone in an organization to provide input. Our decades of experience have led to the development of insightful survey questions that provide insight into an organization, allowing us to develop short surveys that generally take a respondent approximately 5-10 minutes to complete. The survey data provides a broad baseline for the assessment analysis.
Interviews and Focus Groups: While surveys allow for broad input from across the organization, interviews and focus groups provide in-depth conversation on a protocol of topics developed in close consultation with our clients. Cook Ross works closely with our partner organizations on selection of the individuals for interviews and focus groups.
Review of Recruiting/Hiring Practices: Cook Ross has deep experience working with corporations to review recruiting and hiring practices, identify gaps, and the presence of Unconscious Bias. We review the sources the organization uses to recruit talent, the process of interviewing, assessing and hiring. These practices are at the core of identifying and engaging employees that reflect the diversity of the marketplace, bringing strengths and skills that might otherwise go unrecognized.
Network Mapping & Analysis: Network mapping and analysis is a collection of tools and techniques for looking at social (or informal) relationships through the lens of network theory. These relationships, which are largely invisible, are critically important to individuals, teams, and organizations as they are generally the principle portal for the movement of ideas, information, influence, and trust throughout an organization. Like an x-ray image of a person, a network map provides unique information about a group of people and ways in which they are connected. Network analysis is done through a quick and unobtrusive survey of 5 questions.
Communications and Context: Employees in the organization will rightly want to know why this work is being undertaken. Cook Ross partners with our clients to present the assessment in a context that aligns with the larger goals of the organization and is meaningful to employees.
Meaningful Presentation of Findings: Presentation of assessment results is a crucial step that is often overlooked. Rather than overwhelm our clients with data, Cook Ross provides a report that is empowering, not debilitating. We present our findings in a smart, focused approach highlighting clear, actionable steps informed by the assessment findings. The action steps respond to the challenges identified and indicate how the organization can build positive areas already at work in the organization.