MOST 2.0 Assessment

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The MOST Assessment is designed to help align your unique strengths and interests with OD career paths that feel more like "professional callings" than everyday work. After answering questions about your competencies, preferred change approach, and desired professional identity, you'll receive a customized report detailing the nature of OD careers that match your unique preferences, along with tailored resources based on award-winning research with change experts, educators, and practitioners.

If you are taking this assessment along with your team or department to receive a group report, it is important that you list your organization's name so that we can generate a group report upon request.

As you take this assessment the most important thing you can do is be honest with yourself! This assessment is anonymous, and emails are only collected to automatically send you a customized report regarding your assessment. Please answer each question according to what really reflects your perspective. Please treat each item separately from every other item.

In your ideal career, what type of impact would you most like to have?

1. Would you rather engage in... *

Developing competitive organizational strategies and performance.

Developing sustainable strategies that help to improve our society and environment.

2. Would you rather engage in... *

Developing efficient and ethical business processes.

Dismantling structures that lead to societal problems such as racial Injustice.

3. Would you rather engage in... *

Attracting and retaining top talent who contribute to healthy organizational cultures and increase organizational performance.

Facilitating social change for those who are treated unfairly due to differences including but not limited to economic disparity.

4. Would you rather engage in... *

Helping employees develop healthy relationships for effective team performance.

Helping underpriviledged communities develop access to resources such as education.

5. Would you rather engage in... *

Designing workplaces that promote well-being and resilience for employees.

Leading effective change for a more humane, fair, and civil society.

In your ideal career, how often would you engage in each of the following activities?

Helping to transform organizational culture, which may be defined as the shared, subconscious expectations that drive behaviors in organizations.

Influencing positive and meaningful change through a deep understanding of individual and social psychology.

Improving aspects of humanity through the work you do (such as ethics, diversity, inclusion, justice, and equity).

Working on organizational strategy, including strategic thinking, planning, and implementation.

Designing and aligning organizational systems, structures, and processes, such as technology, rewards, and organizational design.

Identifying, improving, and managing organizational performance.

Leading and managing change.

Consulting and partnering.

Facilitating learning, development, and innovation.

Rate your current ability levels with the following social OD competencies.

Helping leaders identify and address characteristics of organizational culture that can be better aligned with the organization's stated vision, mission, and values.

Creating a safe space for employees to discuss tough issues, take interpersonal risks, and suggest creative solutions without fear of retribution.

Addressing common anxieties and attachments that inhibit organizational health and effectiveness.

Drawing from concepts and practices in social psychology to help motivate employees address resistance to change, navigate complexity and uncertainty, and inspire peak performance.

Drawing from concepts and practices in social-organizational psychology and group dynamics to develop high performing, cohesive, and adaptive teams with clear charters, boundaries, authority, roles, decision making, and tasks.

Drawing from frameworks and practices in group dynamics to address dysfunctional characteristics of groups including scapegoating, anti-task behaviors, sabotage, and bad politics.

Inspiring, developing, and sustaining genuine and measurable characteristics of diversity, equity, and inclusion.

Cultivating a mindful and ethical workplace marked by ethical decision making and citizenship.

Cultivating meaningful work by aligning individual and team’s deepest sense of purpose with the organization’s mission or cause.

This time, rate your current ability levels with the following technical OD competencies.

Develop a clear, widely understood, and relatable vision, mission, strategic initiatives, cultural imperatives, objectives, performance indicators, and resource allocation.

Implement a transparent strategic change process with clear benchmarks that include aligning and developing talent, IT, HR, organizational structures, and budgets.

Continuously invite stakeholder feedback, adjust the plan, and reward success in a manner consistent with the organization’s values.

Design agile organizational systems that observe and respond effectively to changes in the external and internal environment.

Utilizing effective organization design principles, which account for characteristics such as span of control, chain of command, networks for learning and innovation, and talent career ladders and lattices.

Improving upon the efficiency and effectiveness of organizational processes by assessing inputs, throughputs, outputs, stakeholders, and feedback systems.

Using surveys, focus groups, and interviews to formulate valid and actionable data and insights regarding organizational performance. These may include operational efficiency, leader and team effectiveness, quality of customer interaction, speed of innovative products and services to market, as well as internal and external stakeholder satisfaction.

Developing new performance indicators and reward systems that balance strategic initiatives with cultural imperatives, which may include innovation, inclusion, belonging, citizenship, meaningful work, sense of community, and addressing bias.

Demonstrating, monitoring, and managing the impact of organizational interventions on performance variables over time including those typically monitored by human resources. (These may include but are not limited to voluntary and involuntary attrition, absenteeism, presenteeism, employee engagement, longevity, wellness, and diversity, equity, and inclusion).

Now rate your current ability levels with the following OD competencies that influence change.

Helping employees create a strong case and vision for change, which outweighs resistance, by facilitating dialogue and consensus around current industry and demographic data, success stories/benchmark organizations, and stakeholder demand.

Analyzing resistance and mobilizing a critical mass of influential internal and external stakeholders who are clear and committed to their roles, goals, and objectives in the change process.

Cultivating momentum by celebrating and rewarding progress toward benchmarks and building upon the momentum of initial successes to achieve longer-term, high-payoff initiatives.

Understanding how organizational strategy, systems, structures, culture, teams, leadership, and operational functions collectively contribute to the health and performance of organizations.

Sensing the needs of the client or partner, identifying a sponsor, clarifying roles, contracting, diagnosing organizational needs, entering dialogue around strategy, developing interventions with diverse stakeholders, executing interventions, carrying out evaluation, and either exiting the organization or re-contracting.

Familiarity and adherence to OD values throughout the engagement, including awareness of self and system, continuous learning and innovation, integrity, courageous leadership, trust and respect, diversity and inclusion, collaborative engagement, strategic practicality, client growth and development.

Facilitating regular inquiry, dialogue, creative thinking, and experimentation to advance the organization’s desired strategy and culture.

Assisting in the creation of learning opportunities and processes that draw from adult learning theory that strengthen the competencies and capabilities of the organization’s future workforce.

Helping leaders manage unexpected challenges through dialogue and informal coaching, by drawing from cognitive developmental theory.

Finally, if you had to choose, which approach to change seems more fulfilling to you?

1. Would you rather... *

Take a step-by-step, scientific approach to change, by facilitating fact finding and objective measurement to drive new employee behaviors.

Take a subjective approach to change, by inviting employee narratives and facilitating sense-making to inspire new employee mindsets.

2. Would you rather... *

Focus on performance issues by examining and addressing inefficient processes.

Focus on new possibilities by co-developing creative processes.

3. Would you rather... *

Address common organizational challenges by planning and facilitating well-tested solutions.

Make sense of organizational opportunities by opening a space for stakeholders to share their stories

4. Would you rather... *

Help organizations diagnose and fix issues through effective problem solving.

Help organizations develop processes that generate new insights that increases their collective ability to navigate complex challenges.

5. Would you rather... *

Change behaviors

Change mindsets

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