Climate affects organizational performance by influencing employee motivation. In most jobs, especially complex ones, there is a gulf between what employees need do to ‘get by’ and what they can do if they perform at their full potential. A positive climate will encourage this discretionary effort and commitment.

The Organizational Climate Survey (OCS) is a 47 item questionnaire completed online by managers and their teams. The feedback is compiled into a report with two profiles:

• the climate the target leader experiences within their own leadership team
• the climate the target leader creates for their own team

The feedback shows how both the leader and their team feel climate is now and how they would ideally like things to be, and it’s the gap between these two scores that matters. This is powerful feedback to receive and must be delivered by a specially accredited consultant. The report also includes background information on climate, an explanation of data validity and details on how to interpret and respond to feedback.

Based on over 40 years of research, the OCS is like a Profit & Loss Statement for how well one is leveraging their human resources. A better climate at work not only makes people more motivated. Our research shows it can improve bottom-line performance too – by up to 30 per cent. Leaders make the biggest difference on this important indicator, so helping them to understand the climate they experience and the climate they create is a key step on the road to better overall performance.

Use the organizational climate survey (OCS) to:

• assess your leaders’ impact on their teams’ motivation and ability to execute
• help your leaders appreciate how their actions can drive team results
• improve your leaders’ effectiveness through one-to-one feedback and group development programs
• improve performance across your organization.

Why choose the OCS?
The OCS is the closest an organization can get to a ‘P&L statement’ for a leader, because climate has such a profound impact on team performance. It gives an accurate picture of your employees’ perceptions of how their working climate affects their ability to do their jobs. And because it’s benchmarked against tens of thousands of managers around the world, you can be confident that it will show how your leaders stack up against the best.

The OCS has been used to improve performance in organizations around the world for over 40 years. Based on the seminal work begun by Harvard psychologists Litwin and Stringer, it identifies the six dimensions of organizational climate, created by the individual leader, that have the biggest impact on team performance.

• Clarity: everyone knows what is expected of them
• Standards: challenging but attainable goals are set
• Responsibility: employees are given authority to accomplish tasks
• Flexibility: there are no unnecessary rules, policies and procedures
• Rewards: employees are recognized and rewarded for good performance
• Team commitment: people are proud to belong to the organization.

The OCS feedback, gathered through a 180° survey, shows the climate a manager experiences within their own leadership team and the climate they create for their own team. This is powerful feedback and must be delivered by an accredited consultant. The OCS can be used as a stand–alone instrument, but is most effective when used with the inventory of leadership styles (ILS). This helps leaders identify the leadership behaviors they use, whilst the climate survey allows them to see the impact these behaviors are having on their team.

Can also be complimented with the Organizational Climate Workbook.   Accreditation or facilitation by an accredited trainer is required to use this tool.

To become accredited in the Inventory of leadership styles (ILS) and organizational climate survey (OCS) diagnostic tools, you must be in some form of coaching or training role. This program is offered to client organizations and the accreditation applies in that organization only.

The accreditation program covers:

• organizational climate and leadership styles overview
• case study analysis
• research and theory review
• coaching techniques
• feedback interpretation
• personal leadership style and organizational climate feedback.

Available in the following languages:

• English (US)
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