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Rate your organization on the eight essential characteristics of a culture of ownership

These are the eight essential characteristics of a culture of ownership. Click on the button that best describes how your organization rates. When you have finished click the Submit button and you will receive your score and our assessment.

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These are the eight essential characteristics of a culture of ownership. Click on the button that best describes how your organization rates. When you have finished click the Submit button and you will receive your score and our assessment.

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Your organization might already be in what Jim Collins calls stage 4 decline, the irreversible slide into obsolescence, irrelevance, or death. You have probably lost and continue to lose your best people while emotional vampires haunt the hallways and break rooms. You already have a hard time recruiting great talent, and that problem is about to get worse because, whether you admit it or not, your organization is circling the cultural drain.
Your organization is probably holding its own against the competition but you can see them making inroads into your market. You have lost some of your best people and it’s getting harder to recruit top-notch candidates. People are reasonably pleasant but for most of them it’s just a job, not a mission.
Congratulations, you already have a very positive culture (which is probably why you are still working on it!). Just make sure you were not wearing rose-colored glasses when you completed the survey and were representing what most of your coworkers would have said.

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Question 1 of 8

1. Question
Commitment
- Most of our people are here for the paycheck, and would quickly jump ship to make more money elsewhere.
- Our people are reasonably loyal and hardworking, but most could be enticed away by a better offer.
- Our people are like barnacles on a ship, totally committed to the organization and its mission.
Question 2 of 8

2. Question
Engagement
- For most of our people, every day is pretty much like the day before, and they go through their work on autopilot.
- We are slightly better than the 25-60-15 Attitude Bell Curve distribution described by national studies, but fall well short of the highly-engaged workforce in organizations that consistently make “best places to work” rosters.
- You frequently hear statements like “above and beyond the call” and “proceed until apprehended” to describe our people’s approach to their work.
Question 3 of 8

3. Question
Passion
- The workplace environment is substantially dominated by toxic emotional negativity, and there are minimal consequences for chronic complaining, gossiping, and other acts of the emotional vampire.
- Our organization is characterized by a reasonable level of cheerful optimism, but you would never see an impromptu pep rally in the cafeteria.
- Zappos got nothing on us, baby!
Question 4 of 8

4. Question
Initiative
- You might as well talk to a rock as try to get our people to take initiative for doing something they aren’t absolutely required to do.
- People are generally willing to take initiative along well-worn paths, but usually ask for permission before acting and are quick to defer to any semblance of authority.
- Around here it really is better to ask for forgiveness than permission.
Question 5 of 8

5. Question
Stewardship
- Compared to competitors, our productivity is on the low end and our cost per unit is on the high end; we have a few radicals trying to push us into recycling but most of our waste ends up in the landfill.
- People are reasonably careful about not wasting resources, and we are working toward LEED certification.
- We all treat organizational resources as if they are our own, and care deeply about the world we are passing along to our great grandchildren.
Question 6 of 8

6. Question
Belonging
- Our people think and act like hired hands and not like partners in the enterprise because that’s how we treat them: the “mushrooms in the dark” metaphor might have been invented here.
- We share financial information and other operating details in newsletters, town hall meetings, and if people ask.
- Members of our leadership team have studied the Great Game of Business, and we take open book management very seriously.
Question 7 of 8

7. Question
Fellowship
- This place reminds people of scorpions trapped in a bottle.
- For the most part we treat each other with respect and dignity, we have cake to celebrate people’s birthdays, and last year we did a fund-raiser when one employee’s house burned down.
- Think of the world’s most supportive support group. That’s us.
Question 8 of 8

8. Question
Pride
- If you read a twitter post blasting our company, chances are it was written by an employee.
- Our people generally say nice things about the organization, and will usually come to its defense in the face of criticism.
- Our people are as passionate about the organization as they are about their college football team.

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