Organizational Surveys

LRI administers several different types of organizational surveys. We have expertise in quantitative and statistical analysis and adhere to the highest standards of rigor in our survey design and implementation.

Types of organizational surveys

    • Core Values Surveys – We survey organizations about their core values and help them determine areas of strength and improvement.
    • Team Surveys – We help teams determine where they’re performing well, using the Five Habits of High-Performing Teams.
    • 360 Leadership Surveys – We design and conduct 360 surveys to help leaders gain insights into their individual strengths and areas of potential growth.
    • Employee Satisfaction Surveys – We design and conduct employee satisfaction surveys.
    • Stakeholder Surveys – As part of our strategic planning and change management work, we design surveys to engage internal and external stakeholders.
    • Board of Directors Surveys – We help Boards of Directors identify areas of strength and areas that need improvement with regards to governance.
    • Business Process Improvement Surveys – We custom design process improvement surveys based on the desired outputs and outcomes.

              Call us at (800) 598-7662 or email info@leadingresources.com to speak with an LRI consultant.

              Escape Technology

              During the summer of 2015 we began a strategic planning process with LRI, specifically with Karin Bloomer. This was our first attempt at an encompassing five-year plan. I was amazed by how quickly Karin assimilated our culture, processes, and critical priorities. Karin expertly pushed us through the conversations we needed to have – some of them not easy. I’m happy to report we are extremely pleased with the result. We completed the project on time – and on budget. I highly recommend Karin for future engagements.

              University of California Press

              LRI helped us experience a real change in the way that we do planning and resolve problems. It made it possible for us to say exactly what we wanted to say, and for others to hear exactly what we said. Looking back, I wonder why we didn’t do this before.

              HSBC Bank

              Eric Douglas has accomplished what many in his profession have not: he’s mastered the ability to under-engineer the highly complex organizational change process. By simplifying the process and employing an intimate and open approach, he’s earned the trust and respect of our entire executive team. His success in identifying, distilling, and simplifying issues allows him to provide our team with a sophisticated, yet pragmatic array of easy-to-access tools that are tailored to our needs and that we’re able to put to work right away.