Ss Xq Sample Comparative Report

xQ2 Report for Company X (456 Respondents) March 11, 2007

xQ™

|COMPARATIVE REPORT

Prepared for:Company X

xQ1 August 31, 2006xQ2 March 11, 2007

EXECUTIVE SUMMARY 2DETAILED FINDINGS 9CUSTOM QUESTIONS 36POSITION AND UNIT STRUCTURE KEY 40SUMMARY TABLES 42NEXT STEPS 45

© 2007 FranklinCovey Core Report (Excludes written comments.) 1


Executive SummaryWelcome to the xQ Comparative Report for Company X. The purpose of this report is to help your organization or unit understand the degree of change in your ability to

focus and execute on its most important goals. Your Execution Quotient, or xQ score, is a leading indicator of the likelihood of executing current goals as well as any

future goals.

A few facts about the xQ Questionnaire:• There are 27 questions (22 objective; 5 open-ended) about your execution discipline.

• There are 4 custom questions.

• Results are reported for the organization as a whole, as well as for each unit or work group.

• Results are anonymous—individual responses cannot be traced. To protect the anonymity of respondents, no data for groups of fewer thanfive respondents is reported.

• The questionnaire can be readministered regularly to track improvement in execution capability.

The xQ score is a number on a scale of 0–100, where 100 indicates flawless execution. The xQ score is based on points awarded on Questions 1–19 and 21. Other

questions do not affect the xQ score but provide critical insight into execution issues. Below is the overall xQ score for Company X together with scores on your application

of six key principles of execution at three levels.

xQ1 xQ2 xQ1 xQ2

Clarity 63 80Do we know the goals?

Commitment 59 72Do we buy in to the goals?

Translation Into Action 59 75Do we know what to do to achieve the

goals?

Enabling 50 65Do we take down barriers?

Synergy 49 68Do we work together to arrive at

better ways to achieve our goals?

Accountability 57 74Do we account to each other for our

commitments?

YourOverall xQ

ScorexQ1 : 56xQ2 : 72

52 71 Organizational LevelAre we aligned to executeorganizational goals?

53 71 Team LevelHow well do we execute on unit orwork-group objectives?

64 75 Individual LevelHow well do individual workerspractice the disciplines needed forgood execution?

As you examine the data, consider these questions:Where's the good news? the bad news?

Why did so many/so few answer that question that way?

What are they trying to tell us?

How should we respond to these scores?

What's most important here?

© 2007 FranklinCovey Executive Summary 2


xQ Score for ICompany X

xQ1

xQ2Organization

5672

National Average 47

Top 10% 89

0 50 100

This chart shows the xQ score for Company X in both xQ1 and xQ2 compared to: compared to:

National Average: The average xQ score of 12,182 respondents representative of the U.S. adult workforce.

Top 10%: The average xQ score of the top 10 percent of 12,182 respondents representative of the U.S. adult workforce.

Who Participated in xQ?

Organization # % xQ2

Total Responses 456 100% 72

MgrSuper 113 25% 78

Assoc 343 75% 70

Organization # % xQ1

Total Responses 356 100% 56

MgrSuper 91 26% 67

Assoc 265 74% 52

xQ1 : Of 538 people across the organization invited to answer the questions, 356 responded for a response rate of 66 percent.xQ2 : Of 538 people across the organization invited to answer the questions, 456 responded for a response rate of 85 percent.



Distribution of Respondent xQ Scores for Company X

xQ1 xQ2

29

9.7

19.3

0 50 100

xQ Score

Num

ber

of R

espo

nden

ts

55

18.3

36.7

0 50 100

xQ Score

Num

ber

of R

espo

nden

ts

What you want to see over time is a high, narrow curve on the right of the graph. Such a curve indicates sharp focus and precise execution. The goal

is to push the xQ score in that direction.

Questions to Consider:

Is the distribution curve narrow? broad?

What does this distribution curve indicate about our execution discipline?

What would it mean to us to narrow the curve and move it to the right?



xQ Scores by Principle of Execution Organization Nat. Avg. Top 10%

xQ1 Score 56 47 89

xQ2 Score 72 47 89

CLARITY 6380 53 90

INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9)

7285 45 85

ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) 5279 48 97

TEAM FOCUS: Diligent work-team focus on top goals (Q19)

6475 65 88

0 50 100

COMMITMENT 5972 51 88

TEAM GOALS—QUALITY: Clear, measurable team goals (Q2) 4868 42 83

INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) 6978 54 95

INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) 6071 58 85

0 50 100

TRANSLATION INTO ACTION 5975 49 85

ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) 6386 53 90

TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) 5376 44 94

INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) 5468 38 80

INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) 6570 60 75

0 50 100

ENABLING 5065 48 90

TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) 4865 46 93

ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) 4964 43 91

ORG. SUPPORT: Active support for work-team goals (Q18) 5566 56 87

0 50 100

SYNERGY 4968 42 92

TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) 5474 43 92

TEAM TRUST: A safe, win-win work environment (Q5) 5069 40 90

ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) 4057 37 92

ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) 5172 48 94

0 50 100

ACCOUNTABILITY 5774 40 88

TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) 6881 44 87

TEAM MEASURES—QUALITY: Success measures tracked accurately and openly (Q8) 3963 34 88

INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) 6578 43 89

0 50 100



xQ Scores by Org., Team, and Individual Levels Organization Nat. Avg. Top 10%

xQ1 Score 56 47 89

xQ2 Score 72 47 89

ORGANIZATIONAL LEVEL 5271 48 92

ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) 6386 53 90

ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) 5279 48 97





0 50 100

TEAM LEVEL 5371 45 89


TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) 5376 44 94




TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) 6881 44 87

TEAM MEASURES—QUALITY: Success measures tracked accurately and openly (Q8) 3963 34 88

TEAM FOCUS: Diligent work-team focus on top goals (Q19) 6475 65 88

0 50 100

INDIVIDUAL LEVEL 6475 50 85

INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) 7285 45 85

INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) 6978 54 95


INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) 6578 43 89

INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) 6071 58 85


0 50 100



Goal and Measure ClarityThis figure indicates the average percentage of respondents who accurately identified the key goals and measures of the organization. (For more detail,

see Q22 & Q23.)xQ1

Do workers know the key goalsof the organization? 36%

Do workers know the keymeasures of success on those

goals?

15%

0% 50% 100%

xQ2

Do workers know the key goalsof the organization? 78%

Do workers know the keymeasures of success on those

goals?

49%

0% 50% 100%

Time Allocated to Key ObjectivesThis figure indicates the percentage of time employees report spending on the key objectives of the organization versus time spent in other ways. Your

results are compared to national averages. (See Q21.)

Percentage of time spent on the most important goals of (my unit).

Percentage of time spent on other activities that have little relevance, but demand immediateattention.

Percentage of time spent on counterproductive activities.

xQ1

xQ2

65%

23%

12%

70%

19%

10%

Organization

60%23%

17%

National Average



Top Organizational Barriers to ExecutionThis figure indicates up to three barriers to execution most often selected by respondents. (For more detail, see Q20.)

xQ1

Lack of resources (e.g., insufficient budgets,people, tools, support). 58%

Overwhelming workload (e.g., too much to do,can’t get to all my key priorities, feeling

exhausted).36%

Bureaucracy (e.g., irrelevant or cumbersomerules, needlessly long approval cycles). 32%

0% 50% 100%

xQ2

Lack of resources (e.g., insufficient budgets,people, tools, support). 55%

Bureaucracy (e.g., irrelevant or cumbersomerules, needlessly long approval cycles). 36%

Overwhelming workload (e.g., too much to do,can’t get to all my key priorities, feeling

exhausted).35%

0% 50% 100%



Detailed FindingsQuestion 1: Organizational Line of SightWhich statements are true about the most important goals of Company X and your role in achieving them?

Please select all that apply.

a. Company X has decided what its most important goals are.

b. Company X has clearly communicated its most importantgoals.

c. The goals of (my unit) clearly support the goals ofCompany X.

d. The goals of (my unit) are translated into myindividual work goals.

e. My individual work goals are translated into dailytasks and activities.

f. None of the above.

xQ1

xQ2 Comparative Score

Organization 6386

National Average 53

Top 10% 90

0 50 100

Options ChosenPercentage of respondents who chose:

a 63%86%

b 60%90%

c 62%90%

d 65%86%

e 65%77%

f 6%1%

0% 50% 100%

ScoringPercentage of respondents who chose:

Points

5 of 5100 35%63%

4 of 580 13%19%

3 of 560 13%9%

2 of 540 15%5%

1 of 520 17%4%

f. only0 6%1%

0% 50% 100%

Scoring KeyOptions “a” through “e” represent performancestandards. Each option is worth 20 points. Ideally,respondents should select all five options, giving ascore of 100. The overall score for this question is anaverage of all individual responses.

© 2007 FranklinCovey Detailed Findings 9


Question 2: Team Goals—QualityWhich statements are true about the goals set by (my unit)?


a. We set goals that we are enthusiastic about.

b. We set goals that will please our customers (thosepeople or groups we directly serve).

c. We set goals that give us measurable economicpayback.

d. We set goals that are timely; that is, it’s the righttime to work on them.

e. We set goals that are truly achievable.

f. We do not have any goals.

g. None of the above.

xQ1


Organization 4868

National Average 42

Top 10% 83

0 50 100


a 32%48%

b 67%82%

c 50%73%

d 46%68%

e 42%70%

f 6%1%

g 9%3%

0% 50% 100%


Points

5 of 5100 18%35%

4 of 580 11%19%

3 of 560 13%16%

2 of 540 21%16%

1 of 520 22%11%

f. only0 6%1%

g. only0 9%3%

0% 50% 100%




Question 3: Team PlanningWhich statements are generally true about how (my unit) plans together to achieve its goals?


a. We plan our work around our most important goals.

b. We plan specific ways to help each other.

c. We work together to identify and solve problems.

d. Our planning results in clear assignments forindividuals.

e. We follow through with our plans.

f. We do not plan together.


xQ1


Organization 5376

National Average 44

Top 10% 94

0 50 100


a 59%82%

b 44%65%

c 62%82%

d 46%76%

e 53%75%

f 15%6%

g 7%2%

0% 50% 100%


Points

5 of 5100 25%53%

4 of 580 16%16%

3 of 560 14%11%

2 of 540 10%6%

1 of 520 14%6%

f. only0 15%6%

g. only0 7%2%

0% 50% 100%




Question 4: Team CommunicationWhich statements are generally true about communication in (my unit)?


a. We actively seek out differing viewpoints.

b. We genuinely listen to each other, honestly seekingto understand the viewpoints of others.

c. We express our views respectfully.

d. We discuss tough issues candidly.

e. Our communication is energetic and creative, oftenleading to new or better ideas.


xQ1


Organization 5474

National Average 43

Top 10% 92

0 50 100


a 38%60%

b 58%81%

c 71%88%

d 55%75%

e 46%66%

f 15%6%

0% 50% 100%


Points

5 of 5100 26%47%

4 of 580 13%19%

3 of 560 15%13%

2 of 540 14%7%

1 of 520 18%8%

f. only0 15%6%

0% 50% 100%Scoring KeyOptions “a” through “e” represent performancestandards. Each option is worth 20 points. Ideally,respondents should select all five options, giving ascore of 100. The overall score for this question is anaverage of all individual responses.



Question 5: Team TrustWhich statements are generally true about trust in (my unit)?


a. I feel safe in expressing my opinions openly withoutfear of retribution.

b. We live by the principle that “my success is yoursuccess.”

c. People are treated fairly—favoritism is not aproblem.

d. We do not undermine each other.

e. We make decisions based on the best ideas andinformation rather than on “office politics.”


xQ1


Organization 5069

National Average 40

Top 10% 90

0 50 100


a 57%72%

b 41%64%

c 53%67%

d 58%76%

e 43%65%

f 20%8%

0% 50% 100%


Points

5 of 5100 24%41%

4 of 580 11%15%

3 of 560 15%14%

2 of 540 13%12%

1 of 520 16%9%

f. only0 20%8%




Question 6: Team EmpowermentWhich statements are generally true about how (my unit) is run?


a. We have the resources (e.g., people, equipment,information, tools) we need to achieve our goals.

b. We have the freedom we need to do our jobs well.

c. My manager and I have a clear understanding aboutmy roles and responsibilities.

d. Our systems and processes are aligned to help usachieve our goals.

e. Our managers actively seek our opinions on how todo things better.


xQ1


Organization 4865

National Average 46

Top 10% 93

0 50 100


a 20%35%

b 55%75%

c 77%87%

d 36%59%

e 53%72%

f 11%4%

0% 50% 100%


Points

5 of 5100 7%24%

4 of 580 17%25%

3 of 560 24%21%

2 of 540 23%15%

1 of 520 18%10%

f. only0 11%4%



xQ2 Report for Company X(456 Respondents) March 11, 2007

Question 7: Team AccountabilityWhich statements are generally true about accountability in (my unit)?


a. We routinely report to each other on our progresstoward goals.

b. I meet at least monthly with my manager to reviewprogress on my goals.

c. We hold ourselves accountable for staying onbudget.

d. We hold ourselves accountable for reaching ourcommitments on time.

e. We hold ourselves accountable for delivering qualityresults.


xQ1


Organization 6881

National Average 44

Top 10% 87

0 50 100


a 56%79%

b 51%67%

c 70%79%

d 83%92%

e 78%90%

f 5%1%

0% 50% 100%


Points

5 of 5100 28%51%

4 of 580 26%23%

3 of 560 20%12%

2 of 540 13%9%

1 of 520 7%4%

f. only0 5%1%




Question 8: Team Measures—QualityWhich statements are true about the measures used to track progress toward the goals of (my unit)?


a. The measures are clear.

b. The measures accurately track progress towardgoals.

c. The measures are visible and accessible to everyone.

d. We regularly discuss our performance on themeasures.

e. Rewards and consequences are clearly based onperformance on the measures.

f. We do not have any measures.


xQ1


Organization 3963

National Average 34

Top 10% 88

0 50 100


a 44%69%

b 40%61%

c 38%65%

d 44%70%

e 28%51%

f 10%3%

g 22%8%

0% 50% 100%


Points

5 of 5100 15%33%

4 of 580 11%18%

3 of 560 11%14%

2 of 540 12%12%

1 of 520 20%12%

f. only0 10%3%

g. only0 22%8%

0% 50% 100%




Question 9: Individual GoalsWhich statements are true about your individual work goals?


a. My work goals are clear.

b. My work goals are written down.

c. My work goals are tied to specific measures ofperformance.

d. My work goals have deadlines.

e. I genuinely participate in setting my work goals.

f. I do not have individual work goals.


xQ1


Organization 7285

National Average 45

Top 10% 85

0 50 100


a 73%89%

b 77%90%

c 60%79%

d 76%84%

e 72%84%

f 1%0%

g 2%1%

0% 50% 100%


Points

5 of 5100 40%63%

4 of 580 20%17%

3 of 560 15%8%

2 of 540 11%7%

1 of 520 10%3%

f. only0 1%0%

g. only0 2%1%

0% 50% 100%




Question 10: Individual EngagementWhich statements are true about your job?


a. My job contributes to fulfilling an importantpurpose.

b. My job taps into the best of my talents and passion.

c. I feel that my contributions to achieving our goalsare recognized and appreciated.

d. I have a good relationship with my manager.

e. I feel welcomed as part of a group.


xQ1


Organization 6978

National Average 54

Top 10% 95

0 50 100


a 76%87%

b 50%61%

c 58%73%

d 81%85%

e 79%83%

f 3%2%

0% 50% 100%


Points

5 of 5100 33%47%

4 of 580 20%22%

3 of 560 21%13%

2 of 540 13%9%

1 of 520 10%7%

f. only0 3%2%




Question 11: Individual PlanningWhich statements are generally true about your individual planning habits?


a. I take time each workweek to identify and scheduleactivities around the most important goals of (myunit).

b. I take time each workday to identify and scheduleactivities around the most important goals of (myunit).

c. I use an effective planning system for managing myactivities.

d. I plan ways to balance my personal and work life.

e. I plan activities that allow me to continuouslyimprove my performance.


xQ1


Organization 5468

National Average 38

Top 10% 80

0 50 100


a 47%73%

b 38%47%

c 59%73%

d 67%77%

e 56%71%

f 8%2%

0% 50% 100%


Points

5 of 5100 13%27%

4 of 580 16%24%

3 of 560 27%23%

2 of 540 23%15%

1 of 520 14%9%

f. only0 8%2%




Question 12: Individual AccountabilityWhich statements are generally true about the people in (my unit)?


a. People take the initiative to get the job done.

b. People stay on tasks until they’re completed.

c. People focus on things they can impact rather thanon things they can’t.

d. People avoid blaming others when things go wrong.

e. People take responsibility for the results of theirwork.


xQ1


Organization 6578

National Average 43

Top 10% 89

0 50 100


a 77%87%

b 70%83%

c 53%68%

d 50%67%

e 73%84%

f 8%3%

0% 50% 100%


Points

5 of 5100 33%50%

4 of 580 16%19%

3 of 560 17%14%

2 of 540 16%9%

1 of 520 9%5%

f. only0 8%3%




Question 13: Organizational DirectionWhich statements are true about Company X’s direction?


a. Company X has a clear and compelling mission or purpose.

b. Company X has a clear strategic direction.

c. I clearly understand the reasons for the strategicdirection.

d. Our organizational goals are clearly connected toCompany X’s mission and strategy.

e. I clearly understand what I am supposed to do tohelp achieve Company X’s goals.


xQ1


Organization 5279

National Average 48

Top 10% 97

0 50 100


a 50%79%

b 56%79%

c 44%67%

d 56%87%

e 55%85%

f 20%3%

0% 50% 100%


Points

5 of 5100 29%57%

4 of 580 10%13%

3 of 560 12%13%

2 of 540 12%9%

1 of 520 17%6%

f. only0 20%3%




Question 14: Organizational CollaborationWhich statements are generally true about the working relationships between (my unit) and the othergroups you most closely work with inside Company X?


a. We know their most important goals, and they knowours.

b. Our goals and theirs are aligned to help Company Xachieve its goals.

c. We actively help each other achieve our respectivegoals.

d. We communicate frequently and openly with thesegroups.

e. We regularly achieve better results because of howwell we work together.


xQ1


Organization 4057

National Average 37

Top 10% 92

0 50 100


a 30%49%

b 42%64%

c 50%64%

d 46%61%

e 34%49%

f 24%13%

0% 50% 100%


Points

5 of 5100 14%30%

4 of 580 8%12%

3 of 560 16%14%

2 of 540 15%19%

1 of 520 22%13%

f. only0 24%13%

0% 50% 100%




Question 15: Organizational TrustworthinessWhich of these statements are true about Company X?


a. Company X has a clear, written set of values.

b. Company X generally lives up to the values of theorganization, even when times are tough.

c. At Company X, we consistently meet the expectations ofour customers (those people or groups we serve).

d. Company X consistently honors its commitments to itspeople.

e. Company X consistently honors its commitments to itsbusiness partners (e.g., suppliers, vendors,contractors, alliance partners, investors).


xQ1


Organization 5172

National Average 48

Top 10% 94

0 50 100


a 64%86%

b 45%70%

c 62%74%

d 37%60%

e 49%71%

f 12%2%

0% 50% 100%


Points

5 of 5100 22%43%

4 of 580 11%17%

3 of 560 16%14%

2 of 540 16%12%

1 of 520 22%12%

f. only0 12%2%




Question 16: Organizational Performance ImprovementWhich of the following statements are true about improving performance at Company X?


a. People are expected to perform at a high level—lowperformance is unacceptable.

b. Managers are genuinely involved in helping peopledevelop their potential.

c. We systematically gather feedback on ourperformance from a broad range of sources (e.g.,customers, employees, suppliers, the community).

d. We consistently seek ways to simplify ouroperations.

e. We consistently apply better practices and newideas to improve performance.


xQ1


Organization 4964

National Average 43

Top 10% 91

0 50 100


a 65%73%

b 43%65%

c 46%67%

d 46%57%

e 42%58%

f 12%6%

0% 50% 100%


Points

5 of 5100 15%31%

4 of 580 13%16%

3 of 560 15%20%

2 of 540 23%15%

1 of 520 22%12%

f. only0 12%6%




Question 17: Individual CommitmentTo what degree are you energized by and committed to the direction (my unit) is taking?

Please select only one response.

a. Not at all energized/committed.

b. Barely energized/committed.

c. Somewhat energized/committed.

d. Moderately energized/committed.

e. Highly energized/committed.

f. Very highly energized/committed.

xQ1


Organization 6071

National Average 58

Top 10% 85

0 50 100


Points

a 4%1%0

b 10%5%20

c 17%9%40

d 31%25%60

e 28%45%80

f 10%15%100

0% 50% 100%

Scoring KeyRespondents who select Option “f” receive 100points, those who select “e” receive 80 points, etc.The overall score for this question is an average of allindividual responses.



Question 18: Organizational SupportWhich statement best describes how Company X’s upper management supports the goals of (my unit)?


a. Very low—it’s virtually nonexistent.

b. Low—it’s a struggle to get the help we need.

c. Moderate—they will eventually help us if wecampaign for it.

d. High—they usually help us.

e. Very high—they actively help us.

xQ1


Organization 5566

National Average 56

Top 10% 87

0 50 100


Points

a 8%3%0

b 15%9%25

c 35%29%50

d 34%39%75

e 8%20%100

0% 50% 100%

Scoring KeyRespondents who select Option “e” receive 100points, those who select “d” receive 75 points, etc.The overall score for this question is an average of allindividual responses.



Question 19: Team FocusWhich statement best describes how well people in our unit focus on the most important goals of (myunit)?


a. Very low—we have virtually no focus.

b. Low—we often lose focus on our goals.

c. Moderate—we are focused about half the time.

d. High—we typically keep our most important goalsin view.

e. Very high—we stay diligently focused on our mostimportant goals.

xQ1


Organization 6475

National Average 65

Top 10% 88

0 50 100


Points

a 3%0%0

b 9%3%25

c 30%18%50

d 44%54%75

e 13%25%100

0% 50% 100%

Question 19a: Focus InhibitorsIf you answered “very low,” “low,” or “moderate,” please answer: Which statements best describe whypeople lose focus?


a. We lose focus because we are pulled away fromimportant work to do less important things.

b. We lose focus because there are too many goals.

c. We lose focus because the goals are unclear.

d. We lose focus because the goals change too often.

e. We lose focus because we do not know which goals aremost important.

f. We do not have any goals.



a 55%64%

b 46%41%

c 31%24%

d 45%23%

e 41%20%

f 1%0%

g 8%7%

0% 50% 100%

Scoring KeyRespondents who select Option “e” receive 100points, those who select “d” receive 75 points, etc.The overall score for this question is an average of allindividual responses.



Question 20: Organizational BarriersWhich are the three most significant barriers that make it difficult for you to achieve your most importantwork goals?

Please select up to three responses.

a. Bureaucracy (e.g., irrelevant or cumbersome rules, needlessly longapproval cycles).

b. Training and development issues (e.g., lack of learning and growthopportunities).

c. Lack of resources (e.g., insufficient budgets, people, tools, support).

d. Unclear or shifting work priorities (e.g., other people’s urgencies andemergencies, conflicting demands, surprise projects).

e. Poor information systems (e.g., inaccurate, outdated, missing, orconfusing data).

f. Authority issues (e.g., lack of power to make decisions and act,unclear assignment of decision-making responsibilities).

g. Unproductive meetings (e.g., too many meetings, unclear objectives,don’t start and end on time).

h. Poor work processes (e.g., unclear work steps, work is badlytransferred from group to group, lack of shared processes).

i. Information overload (e.g., excessive e-mail and voice mail, toomany reports).

j. Political issues (e.g., turf battles, rivalries, favoritism, personalityclashes).

k. Lack of recognition or reward (e.g., credit not shared, unfair pay,rewards not tied to performance).

l. Overwhelming workload (e.g., too much to do, can’t get to all my keypriorities, feeling exhausted).

m. None of the above.


a 32%36%

b 19%17%

c 58%55%

d 26%23%

e 12%14%

f 8%8%

g 14%14%

h 14%13%

i 11%16%

j 23%13%

k 17%11%

l 36%35%

m 4%6%

0% 50% 100%

Scoring KeyResults for this question do not affect the xQ score.Top barriers based on percentage of options chosenare also reported in the Executive Summary.



Question 21: Individual Time AllocationWhat percentage of your work time is spent on the following activities? Please enter each response to thenearest 5%.

Your total must add up to 100 percent:

a. Percentage of time spent on the most importantgoals of (my unit).

b. Percentage of time spent on other activities thathave little relevance to the most important goals of(my unit), but demand my immediate attention.

c. Percentage of time spent on other activities such asdealing with internal bureaucracies, hiddenagendas, interdepartmental conflicts, doing thingsjust to keep out of trouble, talking office politics,etc.

xQ1


Organization 6570

National Average 60

Top 10% 75

0 50 100

Percentage by CategoryPercentage of time spent on:

a 65%70%

b 23%19%

c 12%10%

0% 50% 100%

Scoring KeyThe score for this question is equal to the average ofall responses for Option “a.” If the averagepercentage of time entered for all respondents forOption “a” was 60 percent, then the score would be60.



Question 22: Organizational Goals—Clarity (xQ1)If you know any of the top three goals of Company X, please list them.

1. Customer - Driven / User Proficiency :Proficiency for all job functions, products /services and regions Customer-Driven

2. Operational Excellence :Recognized as the single source for Company X training and documentation

3. High - Performing Workforce :Achieve our organizational objectives and 80% of employees recommend Company X as a great place to workHigh-Performing

4. I do not know any of the top three goals ofCompany X.

Key Words Identified

1 48%

2 30%

3 29%

4 32%

0% 50% 100%

Average for All Goals

Organization 36%

0% 50% 100%

Scoring KeyResults for this question do not affect the xQ score.Bold text indicates key words. The tables show thepercentage of respondents who matched any of thekey words, regardless of order. If the score is zero, itmeans (a) no one matched any of the key words or(b) no key words were available for conducting amatch. To see written responses, go to the "WrittenComments" section.



Question 22: Organizational Goals—Clarity (xQ2)If you know any of the top three goals of ICompany X, please list them.

1. Exceed the financial plan by capturing newopportunities . capture opportunity

2. Increase our capability to meet changing customer and client needs

3. Strengthen the connection between theorganization's top priorities and the workof each Company X employee

4. I do not know any of the top three goals ofCompany X.


1 77%

2 87%

3 69%

4 5%

0% 50% 100%

Average for All Goals

Organization 78%

0% 50% 100%




Question 23: Organizational Measures—Clarity (xQ1)If you know any of the top eight measures that indicate whether Company X is achieving its most importantgoals, please list them.

1. Customer-Driven/User Proficiency:Create user proficiency models to support and content architecture.Ranked among top 3 VOC scores by Q42004.Implement a comprehensive customer data management architecture.

2. Operational Excellence :Develop and implement a leading edge content creation and delivery strategy andarchitecture.Establish Company X as Product Manager ofCompany X training and doc.Fully support funding model with designed interlock / SLA process: interlock/SLA . Align Company X Creation and Delivery withCustomer Teams portfolio .

3. High-Performing Workforce:Create an end to end workflow and communications consistently across Company X.Create and implement a process to optimize individual and organizational talent .Reinforce desired values and performancethrough recognition and compensation .Create clear connection betweenorganizational and individual goals and objectives .

4. I do not know any of the top eight measuresof Company X.


1 29%

2 15%

3 2%

4 39%

0% 50% 100%

Average for All Measures

Organization 15%

0% 50% 100%




Question 23: Organizational Measures—Clarity (xQ2)If you know any of the top eight measures that indicate whether Company X is achieving its most importantgoals, please list them.

1. Operating Income OI less than $4M loss2. Net financial growth of 1%3. TL9000 certification and process

compliance4. Voice of the Customer (VOC) - User

documentation customer satisfaction, score 8.10

5. Voice of the Customer (VOC ) - Trainingcustomer satisfaction, score 8.07

6. Client Satisfaction ( Funding PartnerSatisfaction) (Company X information productsare a good investment and add value to mybusiness), score 4.3

7. Employee Engagement Survey (composite ofcore questions), 66%

8. XQ survey (overall score), 62%9. I do not know any of the top eight measures

of Company X.


1 53%

2 55%

3 51%

4 50%

5 47%

6 47%

7 46%

8 42%

9 14%

0% 50% 100%

Average for All Measures

Organization 49%

0% 50% 100%




Question 24: Team Goals—ClarityIf you know any of the top three goals of (my unit), please list them.

Scoring KeyResults for this question do not affect the xQ score.This report does not contain written responses, whichare reported at the unit level. To see writtenresponses for a particular unit, consult the CompleteReport, "Written Comments" section for that unit.

Question 25: Team Measures—ClarityWhat is the key measure you personally look at to tell whether (my unit) is achieving its most importantgoals?

Scoring KeyResults for this question do not affect the xQ score.This report does not contain written responses, whichare reported at the unit level. To see writtenresponses for a particular unit, consult the CompleteReport, "Written Comments" section for that unit.



Question 26: Organizational TalentThe majority of people in Company X possess far more talent, intelligence, capability, and creativity than theirpresent jobs require or even allow.

a. Agree

b. Disagree


a 66%64%

b 34%35%

0% 50% 100%

Scoring KeyThis question does not affect the xQ score. Resultsare reported as a percentage of respondents whoagree or disagree.

Question 27: Open ResponsePlease comment on what (my unit) could do better to achieve its most important goals.

Scoring KeyTo see written responses, consult the CompleteReport, Written Comments section.



Custom QuestionsxQ2 Only

Question 28My direct manager is an outstanding leader.

a. Strongly disagree with this statement.

b. Disagree with this statement.

c. Neutral, neither agree nor disagree.

d. Agree with this statement.

e. Strongly agree with this statement.


a 0%5%

b 0%6%

c 0%19%

d 0%37%

e 0%33%

0% 50% 100%

© 2007 FranklinCovey Custom Questions 36


xQ2 Only

Question 29In Company X there is open and honest two-way communication.




d. Agree with the statement.



a 0%4%

b 0%10%

c 0%20%

d 0%50%

e 0%16%

0% 50% 100%



xQ2 Only

Question 30Company X provides me with opportunities for continued personal growth and development.







a 0%5%

b 0%10%

c 0%23%

d 0%49%

e 0%13%

0% 50% 100%



xQ2 Only

Question 31I am energized and committed to the direction Company X is taking.







a 0%2%

b 0%6%

c 0%19%

d 0%55%

e 0%18%

0% 50% 100%



Summary Table (by Position)Org MgrSuper Assoc

Number of Respondents: 456 113 343

xQ Score: 72 78 70

CLARITY 80 84 78INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) 85 90 84ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) 79 84 78TEAM FOCUS: Diligent work-team focus on top goals (Q19) 75 77 74

COMMITMENT 72 78 70


INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) 78 84 76INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) 71 76 69

TRANSLATION INTO ACTION 75 79 74

ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) 86 90 84TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) 76 83 74



ENABLING 65 70 64




SYNERGY 68 77 65





ACCOUNTABILITY 74 82 71

TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) 81 87 80TEAM MEASURES—QUALITY: Success measures tracked accurately and openly (Q8) 63 75 60

INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) 78 85 76Scoring Key Green Bold: High xQ Scores—100–75 Based on U.S. Top 15% Black: Medium xQ Scores—74-41[Red:] Low xQ Scores—40–0 Based on U.S. Bottom 40%

© 2007 FranklinCovey Summary Tables 42


Summary Table (by Unit)Org Dept A Dept B Dept C Mgmtteam

Number of Respondents: 456 52 268 129 7

xQ Score: 72 73 72 73 66

CLARITY 80 83 79 80 79INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) 85 88 86 83 80ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) 79 85 78 80 74

TEAM FOCUS: Diligent work-team focus on top goals (Q19) 75 75 73 78 82COMMITMENT 72 72 71 74 68

TEAM GOALS—QUALITY: Clear, measurable team goals (Q2) 68 67 68 71 49

INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) 78 80 77 78 74

INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) 71 71 69 72 80TRANSLATION INTO ACTION 75 74 76 74 73

ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) 86 90 87 82 80TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) 76 76 78 72 80INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) 68 62 70 68 57

INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) 70 68 69 73 74

ENABLING 65 66 64 67 61

TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) 65 68 65 66 54

ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) 64 61 63 68 63

ORG. SUPPORT: Active support for work-team goals (Q18) 66 70 64 67 64

SYNERGY 68 68 68 68 55

TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) 74 76 76 71 49

TEAM TRUST: A safe, win-win work environment (Q5) 69 67 70 66 60

ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) 57 57 56 61 [40]

ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) 72 73 71 74 71

ACCOUNTABILITY 74 75 75 73 59

TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) 81 87 84 75 71

TEAM MEASURES—QUALITY: Success measures tracked accurately and openly (Q8) 63 63 61 69 49

INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) 78 76 80 76 57

Scoring Key Green Bold: High xQ Scores—100–75 Based on U.S. Top 15% Black: Medium xQ Scores—74-41[Red:] Low xQ Scores—40–0 Based on U.S. Bottom 40% The following Unit(s) were not included in this report due to insufficient data (a minimum of five):



Comparative Summary TableCompany X Nat. Avg.

xQ1 xQ2 % Change -

Number of Respondents: 356 456 12,182

xQ Score: 56 72 29% 47

CLARITY 63 80 27% 53

INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) 72 85 18% 45

ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) 52 79 52% 48

TEAM FOCUS: Diligent work-team focus on top goals (Q19) 64 75 17% 65

COMMITMENT 59 72 22% 51

TEAM GOALS—QUALITY: Clear, measurable team goals (Q2) 48 68 42% 42

INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) 69 78 13% 54

INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) 60 71 18% 58

TRANSLATION INTO ACTION 59 75 27% 49

ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) 63 86 37% 53

TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) 53 76 43% 44

INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) 54 68 26% [38]

INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) 65 70 8% 60

ENABLING 50 65 30% 48

TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) 48 65 35% 46

ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) 49 64 31% 43

ORG. SUPPORT: Active support for work-team goals (Q18) 55 66 20% 56

SYNERGY 49 68 39% 42

TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) 54 74 37% 43

TEAM TRUST: A safe, win-win work environment (Q5) 50 69 38% [40]

ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) [40] 57 43% [37]

ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) 51 72 41% 48

ACCOUNTABILITY 57 74 30% [40]

TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) 68 81 19% 44

TEAM MEASURES—QUALITY: Success measures tracked accurately and openly (Q8) [39] 63 62% [34]

INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) 65 78 20% 43Scoring Key Green Bold: High xQ Scores—100–75 Based on U.S. Top 15% Black: Medium xQ Scores—74-41[Red:] Low xQ Scores—40–0 Based on U.S. Bottom 40%



Next Steps

Key Findings

Key Actions

What Who By When

© 2007 FranklinCovey Next Steps 45

Documents

Ss Xq Sample Comparative Report