• Business Health Audit

  • Integrating Talent Pipeline and Business Blueprint Frameworks

  • About Your Organization

  • Format: (000) 000-0000.
  • Date:
     - -
  • Approximate Number of Employees:

  • Purpose of This Assessment

  • This intake helps identify organizational development opportunities by examining:

    1. Talent Continuum - Where along the employee lifecycle (Attract → Acquire → Onboard → Train → Develop → Retain → Sustain)

  • your organization experiences challenges or opportunities

    2. Business Blueprint – How talent deployment and management
    interact with three core domains: Direction, Culture, and
    Structure. Business performance and behaviors both shape and
    are shaped by these domains and the talent pipeline in a
    continuous feedback loop.

    Your responses help us understand your current state, identify
    priorities, and determine how we can best support you.
    Estimated completion time: 15-20 minutes

  • Section 1: Organizational Context

  • 1.1 Current Business State

  • Where is your organization right now? (Select one)
  • What has prompted you to look for support now? (Check all that apply)

  • 1.2 Strategic Priorities

  • What are your top 3 organizational priorities for the next 12-18
    months?
  • How confident are you that your current people and organization
    setup can achieve these priorities?
  • How confident are you that your current people and organization setup can achieve these priorities?

  • Section 2: Talent Pipeline – Where Are thePressure Points?

  • For each stage, rate your current state and describe what you notice.
    Rating scale: Working well | Some gaps | Significant issues | Not in
    place or unclear

  • 2.1 ATTRACT - Are the right people interested?

  • Appealing to people by highlighting workplace, communal, and developmental opportunities; safety, security, inclusivity, positive culture, and aesthetics
  • How would you rate your ability to attract the people you need?
  • What best describes your current reality? (Check all that apply)

  • 2.2 ACQUIRE - Are we hiring the right people effectively?

  • The process of negotiating, selecting, and committing to likeminded people through mutually beneficial relationships
  • Overall, how effective is your hiring and selection process?
  • What do you notice about how you hire? (Check all that apply)

  • 2.3 ONBOARD - How well do people land and connect?

  • Welcoming and connecting individuals with the people, places, and
    culture that provide the resources needed to thrive
  • How effective is your onboarding experience for new hires?
  • What best describes your onboarding reality? (Check all that apply)

  • 2.4 TRAIN - Are people equipped to deliver today?

  • Empowering people with the necessary knowledge and skills to support
    their ability to provide value in the present
  • How well equipped are people to perform in their current roles?

  • What stands out about training and tools? (Check all that apply)

  • What stands out about training and tools? (Check all that apply)

  • 2.5 DEVELOP - Are we growing people for the future?

  • Providing mentorship, growing knowledge, skills, abilities, and
    opportunities that advance people to reach their full potential
  • How would you rate your approach to developing and advancing people?
  • What feels most true today? (Check all that apply)

  • 2.6 RETAIN – Are the right people staying?

  • Efforts that keep valued people engaged and satisfied, reducing attrition through opportunities for growth, recognition, positive culture, and sense of belonging
  • How would you describe your ability to keep the people you most want to keep?
  • What are you currently seeing? (Check all that apply)

  • 2.7 SUSTAIN – Are we building long-term continuity?

  • Planning and preparedness for continuing community progress, goods and services, preserving heritage, maintaining relationships, all while embracing the future
  • How prepared are you for continuity over the next 3-5 years?
  • What best captures your current state? (Check all that apply)

  • Section 3: Business Blueprint – Direction, Culture, and Structure

  • Assess how effectively talent is deployed and aligned within each of the three core domains of your organization (Direction, Culture, Structure), recognizing that business performance and behaviors both influence and are influenced by these domains and your talent pipeline.

  • 3.1 DIRECTION - Is talent aligned with where you're going?

  • Mission, Vision, Strategy, Goals, Projects
  • How well do your people and capabilities line up with your strategy and goals?
  • Specific indicators: (Check all that apply)
  • What percentage of your strategic initiatives succeed due to having the right talent in place?

  • 3.2 CULTURE – How do people actually experience working here?

  • Values, Principles, Attitude, Behavior, Relationships
  • How close is day-to-day behavior to the culture you want?
  • Which cultural themes best describe your current environment? (Check all that apply)
  • Rows

  • 3.3 STRUCTURE – Does your setup help or hinderperformance?

  • Systems, Work Design, Job Design, Processes, Procedures
  • How well does your current structure (roles, reporting,processes) support effective work?
  • Specific indicators: (Check all that apply)
  • Where do you feel the most structural friction? (Check all thatapply)

  • 3.4 BUSINESS PERFORMANCE & BEHAVIOR – What results are you seeing?

  • Business performance and workplace behaviors both shape and are shaped by Direction, Culture, Structure, and your Talent Continuum.
  • To what extent do your current talent capabilities, together with Direction, Culture, and Structure, shape your business performance and everyday workplace behaviors?
  • To what extent do your current talent capabilities, together with Direction, Culture, and Structure, shape your business performance and everyday workplace behaviors?
  • Where are people/organization issues most visible in your outcomes? (Check all that apply)
  • Where are people/organization issues most visible in your outcomes?
  • Current performance challenges: (Check all that apply)
  • Current performance challenges:

  • Section 4: Where You Most Want Help

  • 4.1 Priority Intersections

  • Looking across your answers, where do talent pipeline issues and
    business needs collide most strongly? Please describe up to three
    priority situations in your own words.

  • 4.2 Readiness and Constraints

  • How ready is your organization to take action on these priorities
    in the next 6-12 months?
  • What might get in the way of this work? (Check all that apply)

  • Section 5: Desired Outcomes andPartnership

  • If this work were successful, what would be noticeably different 12 months from now? (Select up to 3)
  • What kind of support are you hoping for from us? (Check all that apply)

  • Timing and Investment:

  • Estimated Budget Range (if known):

  • Section 6: Additional Context

  • 6.1 Previous OD Experience
  • Have you worked with external OD/HR consultants before?
  • 6.2 Internal Capabilities
  • What internal HR/OD capabilities currently exist? (Check all that apply)
  • How would you characterize internal capacity to support OD
    initiatives?

  • 6.3 Organizational Complexity

  • Which factors add complexity to your organizational
    development needs? (Check all that apply)

  • 6.4 Final Thoughts

  • Is there anything else we should understand about your
    organization, context, or expectations before we meet?

  • Next Steps

  • Thank you for completing this comprehensive intake assessment. Your responses provide valuable insight into your organizational development needs and opportunities.

  • What happens next:

    1. Analysis – We will analyze your responses to identify patterns, priorities, and recommended focus areas
    2. Follow-up – We will schedule a consultation to discuss findings and clarify any areas requiring deeper exploration
    3. Proposal – Based on this assessment and our conversation, we will develop a customized proposal outlining recommended approach, scope, timeline, and investment
  • Estimated timeline for response: 3-5 business days
  • This intake instrument integrates the Talent Continuum (Attract → Acquire → Onboard → Train → Develop → Retain → Sustain) with the Business Blueprint framework (Direction, Culture, Structure). Business performance and behaviors are treated as the dynamic result of – and ongoing influence on – these domains and the talent pipeline, providing a holistic, systemic view of organizational development needs and opportunities.
  • Date:
     - -
  • Should be Empty: