Answer according to what you actually see in the company, not how it should be. If it varies from case to case, choose what happens more often.
Main lesson
What needs to change
The mistake this stage most often makes
The eight methodology modules, indicative
What the finding rests onThe answers that determined your stage
Organs of the organisationFindings by organ
Dependence testWhat stops first, and when
For each of the twelve dimensions we know who carries it. From that we estimate how many days pass before that person's absence is felt. The timeframes are a Talentis estimate for an average company of this size, not a measurement of your company.
This is 12 of 77 dimensions
In a detailed analysis you receive
- A score for all 77 dimensions across eight modules, on a scale of 1 to 5.
- Three sources instead of one: documents, interviews with the owner, managers and employees, and observation.
- A map of perception gaps: where the owner's picture and employees' picture diverge.
- A prioritised list of findings with development recommendations, deadlines and responsible people.
- A step-by-step plan for introducing the recommendations, with support during implementation.
This is a starting point, not a verdict
A detailed analysis turns this assessment into a plan: it examines all 77 dimensions from three sources (documents, interviews, observation), shows where the owner's picture and reality diverge, and sets priorities with deadlines. If you would like to proceed and see everything Talentis can offer, leave your e-mail address below.
The result is indicative: it is based on one person's view and twelve factual questions, and the timeframes and thresholds are Talentis estimates, not measurements. If another manager completes the same questionnaire, differences in the answers show where perceptions diverge. A detailed analysis replaces self-assessment with evidence from documents, interviews and observation.