Discovery Form Step 1 of 28 3% Contact InformationName First Last Role Email Phone Part One - Organizational Vision and Landscape for Meaningful ConnectionPart one has a total of six pages and will take an estimated time of 15 mins to complete. You can stop and save at anytime. Clicking "Save & Continue" at the bottom of the page will provide you a saved form link you can use to return and continue at a later time.Understanding the foundational aspects of your organization is pivotal for crafting a tailored strategy that encourages a culture of Meaningful Connection. Please offer insights into your organization's vision, culture, strengths, weaknesses, and core values. While we have provided example responses, ensure your answers are specific to your organization's unique experience and aspirations. Please be as thorough as possible. Do not worry about brevity or clarity at this point. We will work to refine all messaging throughout the strategic planning process. If you need any assistance, please reach out to your Connection Manager and they will be delighted to assist you.Vision and DirectionWhat's your envisioned future for the organization?Identify changes that you think will need to happen to bring your vision to fruition.List and describe the values foundational to your organization. Cultural AspirationsDetail the desired behaviors and attributes for leaders.Highlight the desired behaviors and attributes for general staff. Organizational LandscapeDescribe your organization’s core mission, functions, and key goals.State the total number of employees in your organization. List and briefly describe the various sub-organizations or departments within your organization.Provide the number of senior leaders, mid-career leaders, and emerging/up-and-coming leaders in your organization.Describe the reporting structure within your organization. Is it hierarchical, flat, or a hybrid? SWOT AnalysisIdentify your organization's primary strengths.Highlight any areas or processes that could benefit from enhancement.Discuss areas or niches you consider as potential growth opportunities.Outline potential challenges or market dynamics that could impact progress. Communication DynamicsShare the effectiveness of your organization's primary communication mechanisms.Describe how feedback is currently collected and leveraged. Organizational ResilienceOn a scale of 1-10, rate how adaptable your organization's adaptability. Then give details to your answer.109876543211 being least, 10 being bestDetails on your rating.Share any major transitions the organization has navigated. Part Two — Cultivating Meaningful ConnectionPart two has a total of four pages and will take an estimated time of 20 mins to complete. You can stop and save at anytime. Clicking "Save & Continue" at the bottom of the page will provide you a saved form link you can use to return and continue at a later time.Meaningful Connection in an organization translates to members feeling known, valued, and part of a greater mission. Such connections not only foster individual fulfillment but also drive organizational success. In this section, we'll delve into three pillars that anchor Meaningful Connection: Building Meaningful Relationships: A cohesive organization thrives on strong relationships. Here, we'll examine how your organization fosters ties between team members and leadership. Connecting People to Resources: Support stems from having the right resources at the right time. We'll explore how your organization ensures its members have the tools and assistance they require. Personal Growth & Positive Impact: Being part of a larger mission provides avenues for growth and positive influence. This segment sheds light on how members are empowered to grow and impact both the community and organizational goals. As you navigate this section, reflect on current practices, future aspirations, areas for improvement, and anticipated challenges. Your insights are pivotal in shaping a strategy centered on deepening Meaningful Connection. Thank you for your invaluable input. Let's dive in. Building Meaningful Relationships Please select all the initiatives your organization employs or is willing to consider to foster meaningful relationships among colleagues and between employees and leadership: Mentorship Programs Have it Willing to consider Point of Contact First Last POC Email Regular Team Building Activities Have it Willing to consider Point of Contact First Last POC Email Open Door Policy Have it Willing to consider Point of Contact First Last POC Email Employee Recognition Programs Have it Willing to consider Point of Contact First Last POC Email Peer-to-Peer Feedback Programs Have it Willing to consider Point of Contact First Last POC Email Employee Resource Groups Have it Willing to consider Point of Contact First Last POC Email Regular One-on-One Meetings with Supervisors Have it Willing to consider Point of Contact First Last POC Email Collaboration Tools and Platforms Have it Willing to consider Point of Contact First Last POC Email Internal Social Networking Platforms Have it Willing to consider Point of Contact First Last POC Email Company Retreats or Off-sites Have it Willing to consider Point of Contact First Last POC Email Casual Coffee Breaks or Socials Have it Willing to consider Point of Contact First Last POC Email Cross-Departmental Projects Have it Willing to consider Point of Contact First Last POC Email Diversity & Inclusion Initiatives Have it Willing to consider Point of Contact First Last POC Email Employee Surveys and Feedback Mechanisms Have it Willing to consider Point of Contact First Last POC Email Health and Well-being Initiatives Have it Willing to consider Point of Contact First Last POC Email Communication Skills Workshops Have it Willing to consider Point of Contact First Last POC Email Lunch & Learn Sessions Have it Willing to consider Point of Contact First Last POC Email Job Shadowing Opportunities Have it Willing to consider Point of Contact First Last POC Email Networking Events Have it Willing to consider Point of Contact First Last POC Email Conflict Resolution Training Have it Willing to consider Point of Contact First Last POC Email Connecting People to Resources Please select all the initiatives your organization employs or is willing to consider to empower employees in personal and professional growth, and in making a positive impact: Employee Assistance Programs (EAP) Have it Willing to consider Point of Contact First Last POC Email Mental Health Support Have it Willing to consider Point of Contact First Last POC Email Health and Wellness Programs Have it Willing to consider Point of Contact First Last POC Email Financial Wellness Programs Have it Willing to consider Point of Contact First Last POC Email Online Learning Platforms Have it Willing to consider Point of Contact First Last POC Email Knowledge Sharing Sessions Have it Willing to consider Point of Contact First Last POC Email Peer Support Groups Have it Willing to consider Point of Contact First Last POC Email Flexible Work Arrangements Have it Willing to consider Point of Contact First Last POC Email Health Insurance Benefits Have it Willing to consider Point of Contact First Last POC Email Crisis Communication Have it Willing to consider Point of Contact First Last POC Email Childcare Support Have it Willing to consider Point of Contact First Last POC Email Elder Care Support Have it Willing to consider Point of Contact First Last POC Email Stress Management Workshops Have it Willing to consider Point of Contact First Last POC Email Addiction Recovery Support Have it Willing to consider Point of Contact First Last POC Email On-site Fitness Facilities Have it Willing to consider Point of Contact First Last POC Email Virtual Fitness Programs Have it Willing to consider Point of Contact First Last POC Email Physical Health Checks Have it Willing to consider Point of Contact First Last POC Email Nutrition Counseling Have it Willing to consider Point of Contact First Last POC Email Mental Health Days Have it Willing to consider Point of Contact First Last POC Email Other Initiatives? Give us the name of the program. Share a little about how the initiative works. Personal Growth & Positive Impact Please select all the initiatives your organization employs or is willing to consider to ensure employees have access to resources that provide support and help when needed: Professional Development Programs Have it Willing to consider Point of Contact First Last POC Email Performance Reviews Have it Willing to consider Point of Contact First Last POC Email Leadership Development Programs Have it Willing to consider Point of Contact First Last POC Email Community Service Opportunities Have it Willing to consider Point of Contact First Last POC Email Corporate Social Responsibility Have it Willing to consider Point of Contact First Last POC Email Innovation Labs or Hackathons Have it Willing to consider Point of Contact First Last POC Email Skills Development Workshops Have it Willing to consider Point of Contact First Last POC Email Employee-led Initiatives Have it Willing to consider Point of Contact First Last POC Email Sponsorship for External Training Have it Willing to consider Point of Contact First Last POC Email Internal Mobility or Job Rotation Have it Willing to consider Point of Contact First Last POC Email Entrepreneurial Support Have it Willing to consider Point of Contact First Last POC Email International Assignment Opportunities Have it Willing to consider Point of Contact First Last POC Email Alumni Networks Have it Willing to consider Point of Contact First Last POC Email Reverse Mentoring Programs Have it Willing to consider Point of Contact First Last POC Email Goal-setting Workshops Have it Willing to consider Point of Contact First Last POC Email Book Clubs and Learning Groups Have it Willing to consider Point of Contact First Last POC Email Creative Outlets and Contests Have it Willing to consider Point of Contact First Last POC Email Public Speaking & Presentation Training Have it Willing to consider Point of Contact First Last POC Email Part Three - Navigating Organizational DynamicsPart three has a total of six pages and will take an estimated time of 35 mins to complete. You can stop and save at anytime. Clicking "Save & Continue" at the bottom of the page will provide you a saved form link you can use to return and continue at a later time.Building a culture of Meaningful Connection relies on understanding the varied roles and influences within an organization. Here, we map the landscape of your entity, identifying champions, potential barriers, and key structures to foster a pervasive culture of connection. Organizational Allies: Champions: Those who will ardently advocate for Meaningful Connection. Supporters: Individuals who believe in the cause but might not actively promote it. Neutral Parties: On the fence; these individuals can be influenced either way. Skeptics: Those with reservations or concerns but not vocally resistant. Critics: Individuals who might voice opposition or have strong reservations about the initiative. Key Structural Elements: Recognizing the foundational structures or entities that underpin the existing culture. By identifying these, we can tailor our strategies for maximum impact. Please answer the following questions to the best of your ability. If any of these do not apply to you or your organization, please just mark NA. If you’re not sure of any answer, we can always leave blank and come back to it as we learn more about the answer. Lets get started with part 3. Leadership InsightList leaders with a penchant for fostering connection.NameRole Add RemoveExample: Name: John Smith Role: CEO Click the + for additional entries.Preferred leadership communication modes?How are leaders developed in the organization?Culture StewardsThose who naturally bring teams together.NameWhy Add RemoveExample: Name: Jane Why: Organizes team-building events. Click the + for additional entries.Upcoming personalities driving connection initiatives.NameWhy Add RemoveExample: Name: Mark How: Proactive in group discussions. Click the + for additional entries. The PeopleWhat existing groups promote team cohesion?Key informal groups or networks that influence culture?Intrinsic customs in your entity? Synergy BuildersThose skilled in cross-departmental collaboration.NameWhy Add RemoveExample: Name: Sara, Why: Liaises between Sales and Tech teams. Click the + for additional entries.Individuals adept at understanding the broader organization's flow.NameWhy Add RemoveExample: Name: Tom, Why: Connects teams for projects. Click the + for additional entries.Projects or initiatives that involve multiple departments?Any known barriers to effective collaboration? Forward ThinkersThose poised to shape the future of Meaningful Connection.NameRole Add RemoveExample: Name: Lisa, Role:Strategy Lead. Click the + for additional entries.Who champions innovation within the organization?NameRole Add RemoveExample: Name: Raj, Role: Head of R&D. Click the + for additional entries.Any significant changes or plans for the organization in the near future? Foundational PillarsOrganizational Policies Key policies that shape organizational behavior?How does the organization invest in its people?Platforms or channels that facilitate internal communication? Systems that highlight and incentivize behaviors?Tools or platforms critical for daily operations and collaboration? IT security requirements?Key daily/weekly/monthly routines or operations crucial to the organization's function?Measures that define and track success within the organization?Approaches to recruitment and workforce management?Ways the organization engages with external stakeholders? Influences from the workplace's physical setting on culture and connection?How the organization projects its image externally and internally?Systems to identify and manage risks?How information is stored, shared, and accessed within the organization?What legal and regulatory frameworks does your organization have to comply with?Are there any legal constraints that might impact fostering a culture of meaningful connection? (e.g., data sharing, communication policies) Part Four - Measuring & Rewarding SuccessPart two has a total of seven pages and will take an estimated time of 35 mins to complete. You can stop and save at anytime. Clicking "Save & Continue" at the bottom of the page will provide you a saved form link you can use to return and continue at a later time.People are naturally influenced by leadership - they tend to align their actions with what leaders expect, exemplify, assess, and appreciate. In the following sections, we are focusing on two things:Crafting a razor-sharp measurement strategy to gauge the impact of Meaningful Connection within your organization. Identifying ways we can foster and accelerate the successful adoption of Meaningful Connection on a scale that is both broad and enduring. We value your partnership and thank you for your commitment to thoroughness in completing the following sections. Together, we will pave the way for lasting change. At REV, we pride ourselves on driving tangible impact and ensuring an excellent return on investment. Our core focus is not just in providing a service, but in making a lasting difference through effective leadership and the art of Meaningful Connection. Our approach is steeped in agility. We are dedicated to building a framework, measuring its success, learning from the outcomes, and continually improving. This cycle allows us to precisely navigate towards our goals and maintain a positive trajectory. However, we recognize the importance of aligning with your existing infrastructure and practices. Rather than adding an array of new measurement tools, we want to efficiently utilize what you already have in place. This form is designed to gather information on the metrics and tools you currently use to measure various aspects of employee well-being and organizational health. Please be as specific and detailed as possible. Tier One - Impact to Individuals Holistically Thriving Individuals In this section, we are measuring the overall wellness of individuals within the organization, encompassing various dimensions such as mental, spiritual, physical, professional, social, and intellectual health. Understanding how individuals are thriving holistically is crucial for optimizing employee satisfaction, productivity, and well-being.Which domains of Holistically Thriving Individuals does your organization currently measure? Mental Emotional Spiritual Health Physical Health Professional Health Social Health Financial Health Overall Resilience/Grit (Select all that apply)What tools do you use to measure the selected domains? At what intervals are these measurements taken? Employee Engagement Employee Engagement is essential for the success of any organization. This section focuses on measuring the level of commitment, passion, and involvement an employee has towards their role and the organization. Engaged employees are generally more productive, provide better customer service, and are less likely to leave the organization.Does your organization measure employee engagement? Yes No If yes, what tools are used to measure employee engagement? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB.Connection In this section, we evaluate the level of connectedness among employees. Connection in the workplace positive impacts holistic thriving, engagement, and productivity. Does your organization measure connectedness among employees? Yes No If yes, what tools are used to measure connection? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB. Tier Two - Impact to Teams/Units Trust Levels Between Leaders and Employees Trust is a cornerstone of effective leadership and team dynamics. In this section, we are measuring the level of trust that exists between leaders and employees. High trust levels usually indicate good communication, strong team dynamics, and a positive work environment.Does your organization measure trust levels between leaders and employees? Yes No If yes, what tools are used to measure trust levels? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB. Team Dynamics Team dynamics are at the heart of organizational performance. This section focuses on measuring the health of team interactions and relationships, including aspects like mutual support, respect, empathy, and a sense of belonging. Understanding team dynamics is key to promoting cooperation and achieving organizational goals.Does your organization measure team dynamics? Yes No If yes, what tools are used to measure team dynamics? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB.Organizational Culture/Command Climate In this section, we assess the overall culture or command climate of the organization. This includes the beliefs, behaviors, values, and symbols that are accepted and practiced by the organization. A positive organizational culture is fundamental for employee morale, productivity, and the organization’s success.Does your organization measure organizational culture or command climate? Yes No If yes, what tools are used to measure culture/command climate? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB. Tier Three - Strategic Results (KPIs)Harmful Behaviors Introduction to the section: Harmful behaviors within an organization can have detrimental effects on the well-being of employees and the overall work environment. It is crucial to measure and address these behaviors to build a culture of trust, safety, and respect. In this section, we will focus on understanding which specific harmful behaviors your organization is currently measuring and how. Does your organization measure harmful behaviors within the organization? Yes No Which specific harmful behaviors are you currently measuring within your organization? Sexual Harassment Incidents Workplace Bullying Suicides or Attempts Substance Abuse Discrimination Extremism or Radicalization Mental Health Issues Workplace Violence Other Select AllIf yes, what tools are used to measure harmful behaviors? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB.Are there any interventions or policies currently in place to address selected behaviors? Productivity In this section, we focus on measuring productivity, or the efficiency of production. Productivity is a critical metric in assessing the effectiveness of an organization in achieving its goals. It is crucial to understand what affects productivity in order to implement strategies for improvement.Does your organization measure loneliness among employees? Yes No If yes, what tools are used to measure loneliness? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB.Recruitment Recruitment is a critical function of an organization’s success. In this section, we measure recruitment efficiency and effectiveness, evaluating how well the organization attracts and selects qualified candidates.Does your organization measure recruitment efficiency and effectiveness? Yes No If yes, what tools are used to measure recruitment? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB. Retention Finally, this section focuses on retention or the ability of an organization to retain its employees. High retention rates are indicative of employee satisfaction, a positive work environment, and effective HR policies. This section aims to identify retention rates and understand what factors contribute to employees staying in the organization.Does your organization measure retention? Yes No If yes, what tools are used to measure retention? At what intervals are these measurements taken? Please input, describe, or upload the current results for these measurements.FileMax. file size: 256 MB. Rewarding Desired Behavior At REV, we understand that the champions of Meaningful Connection are indispensable in steering the organization toward success. To sustain their zeal and reinforce positive behaviors, it is crucial to acknowledge and reward the extra miles they walk. We urge you to be generous in your recognition. Tailoring rewards to individual preferences and ensuring they are timely can foster a culture of appreciation. Combining monetary and non-monetary rewards, encouraging peer recognition, and regularly updating the reward system are practices that maximize impact. Below is an extensive list of rewards.Please select the options you can feasibly implement and share any additional ideas. Public acknowledgment in company meetings Certificates of achievement Professional development opportunities Personalized thank-you notes from senior leadership Custom company swag (e.g., branded clothing or accessories) Employee of the Month recognition Wall of Fame for notable achievements Lunch with the CEO or a high-level executive Sponsored memberships to clubs or organizations Charitable donation in the employee's name Casual dress code days Company-sponsored family events Fitness or wellness program subscriptions Offering a personal development day each month Employee choice awards (peer recognition) Invitations to executive meetings for exposure and experience Opportunity to present a webinar or internal presentation Customized career path planning A professional photo shoot for high-quality profile pictures Hosting an “Ask Me Anything” session with senior leaders Early release or late start days Subscription boxes (e.g., book clubs, snacks, gadgets) Invitations to industry expert talks and sessions Cash bonuses Extra paid time off Flexible work hours or remote work options Sponsorship for attending conferences or workshops Lunch or coffee with a colleague paid by the company Gift cards for restaurants, stores, or experiences Access to mentoring or coaching programs Providing office space upgrades or enhancements Covering commuting costs Opportunities for job rotation or cross-training Tickets to events (e.g., concerts, sports games) Travel opportunities related to the job Team building outings or retreats Educational subsidies or tuition reimbursement Stock options or equity Promotions or title changes Select AllSelect All that Apply.Additional Thoughts or SuggestionsPlease provide any additional ideas or comments on how you believe employees should be recognized and rewarded for leading in Meaningful Connection.
