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Business Agility Assessment
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TMA Business Agility Assessment measures and reveals the ability of your organization to respond rapidly and adequately to challenging changes in the market by adapting its processes, structure and working environment and to address and apply the individual talents of employees above all.
Levels and Consecutive Assessments

Participants are grouped in 4 different levels:

  • C-level,

  • senior management,

  • frontline management and

  • front-liners.


In case the assessment is offered repetitively the reports reveal the results per assessment and over 3 consecutive rounds, including the delta between the separate assessments.


General Considerations

  • To measure the actual status of the organization, respondents were asked to reflect on the organization within an interval of 2 months.

  • A sense of insecurity regarding the organization’s economic situation influences the outcome of this assessment

  • The balance / division of generations influences the outcome of this assessment. One might state that the generation of ‘45s-‘60s are typically driven by idealism, the generation of ‘60s-‘75s by skepticism, the generation of ‘75s-’90s by optimism and the latest generations by realism.

Results in Detail

Strategy & Alignment section:

evaluates the clarity and sensibility in the purpose and vision of the organization and to what extent those are upheld.

Operating excellence section:

evaluates to what extent the organization executes plans to deliver high-quality standards.

Focus & Prioritization section:

evaluates to what extent tasks and deliverables are managed effectively and efficiently

Roles & Responsibility section:

evaluates to what extent roles of individuals are clear and well positioned with the sufficient mandate and ownership.

Collaboration section:

evaluates the level of social cohesion, willingness to share knowledge, helpfulness and trustworthiness towards each other.

Leadership section:

evaluates the level of leadership in sustaining quality, engagement in operations, collaboration and development of talents.

Human resource management section:

evaluates to what extent HR strategy is aligned with employability, career development and leadership support on talent management.

Organizational culture section:

evaluates to what extent values and ethics are upheld, maintained and developed.

People perform best, learn most efficiently, take initiative and engage best if their job is aligned with their talents, passion, cognitive capabilities and competencies. The working environment, collaboration and appealing leadership is imperative to guarantee success in performance and development.