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  • This assessment can be intense, take few pauses or water breaks in between (Pause after every couple question)
  • The repetition is deliberate to re-confirm for clarity
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1. a) Organization/ Business strategy & stakeholder value star for the future
Aspiration
1. Do you aspire to stay ahead in your business with a holistic Organization & business strategy? With a clear customer/ stakeholder value proposition?
Current state
2. Do you have a clear : i) Vision, mission, tag line, values, customer journey map, customer wants, delights, drivers, perceptions defined for your business? ii) SWOT & Value star for the stakeholders (inc financial, profitability, talent growth, customer, D&I, sustainability) etc?
3. Do you have a defined iii) Business model canvas (a summary of your business, its partners, activities, value proposition, customer segments, distribution, resources, cost, revenue)? iv) How might we statement, of what/how we want to achieve, with Short, medium long-term objective with service & capability? v) Prioritized matrix for strategy objectives & execution plan?

1. b)   Organization Innovation, Product / service (prototypes)/transformations for a complex business challenges

Aspiration
4. Do you aspire to : i) Lead the market with future innovations, with a 1st mover unique product/solution (designed keeping customer at the center) & an execution strategy advantage? ii) Have internal teams who innovate & create an out of box product with holistic execution plans?
Current state
5. Do you have a structured pathway to: i) Identify opportunities for solving complex business problems, enhancing customer delight, and driving future innovation? ii) Enable internal teams to learn, experiment, and build real-time solutions with a customer persona at the core? iii) Have teams present prototype solutions (paper/digital) to the C-suite for Phase 1 launch, along with funding requirements?
6. Are you open to exploring an innovation journey including (all or few) with complex problem solving, Design Thinking methods (Discover/Describe/Ideate/Prototype/Test), 15+ Technology application (18 industries, 200+ real examples), value creation, financial impact/ROI, Change plan, risk & mitigation etc ?
2.  Organization value proposition

CLA's unique Employee value proposition framework has i) Life cycle touch points - attract, induct talent, role & team quality, work culture, leadership & coaching, learning & development, performance & opportunity, growth & promotion, reward & recognition. ii) Organization anchors - communication, transparency, employee exit, organization values, innovation, our brand, diversity & inclusion, social responsibility, work life balance & family support, heath & wellbeing.

Aspiration
7. Do you aspire to i) be known as the organization with the best Employee value proposition? ii) have the best dream team for your organization, for employees to join & stay with you over competition ?
Current state
8. Are your employees moving to competition leaving you, but you don’t know why & what to do now? or Are you facing trouble to attract & hire premium talent from the market?
9. Are you open for a partner to discover your current perceived "Employee value proposition”with real insights (from your leadership, employees, alumni's), share inspiration benchmarks from 200+ global organizations across 18 sectors, generation insights on EVP report (inc Gen Z). Then co create a unique EVP Roadmap with your leadership team, enable you to implement, remeasure post 6 months, making your organization as the 'Best employee value proposition' certified annually, leading to Employer brand uplift, higher employee engagement & efficiency, aligned employees lead to higher customer delight, revenue etc.
3. Organization capability & talent strategy
Aspiration
10. Do you aspire to: i) Identify organization-level skills required to build future-ready talent capabilities ahead of competition? ii) Develop a futuristic talent strategy (Build, Buy, Borrow, Bot) to ensure optimal talent fit at the right cost?
Current state
11. Do you face challenges where: i) Your people lack future-ready skills for next-level work? ii) You do not have a defined capability framework for key roles, giving clarity for growth? iii) You are unclear on whether to build, buy-hire, borrow-contract, or bot-automate roles?
4. Talent  development for key talent segments
Aspiration
12. Do you aspire to i) develop your key talent, to upskill and grow within your organization than losing them to market? ii) have a talent development approach, career learning pathways/ journeys for your key talent segments /personas?
Current state
13. Are you facing challenges in developing, engaging, and retaining your key talent (e.g., high potentials, critical roles/skills, executives, women leaders, diverse talent, and campus hires)?
5. a) L&D strategy
Aspiration
14. Do you aspire to: i) Build a holistic, innovative learning & development strategy that drives organization-wide impact? ii) Effectively measure and showcase the return on investment (ROI) of learning initiatives?
Current state
15. Are you keen to craft a learning strategy ? Including learning vision, need analysis, capability framework, learning budget, approach (mode, design, facilitate, ecosystem partners, evolution, evaluation, assessment), learning culture, analytics/impact/ROI, learning operating/governance model, learning experience innovation etc.
5. b) Learning Community of practice/Culture of learning
Aspiration
16. Do you aspire to capitalize & benefit from the skill based futuristic learnings (by capturing the tacit experience knowledge & culture of learning), within your organization & across industry?
Current state
17. Are you losing tacit & experience-based knowledge of leader to competition, unable to utilize the depth of experience & skills of your employees?
18. Do you have an active, skill based learning community of practice (aspirants to specialist) & capability teams, who lead the Learning pathways from basic to advance with experiential learning for a role/ skill with an impact/ROI?
5. c) Innovative Learning design & facilitation
Aspiration
19. Do you aspire employees to have higher learning retention, application to give a differentiated value to your customers? Do you aspire to apply creative & innovative new ways of learning (by doing/discovery & not telling/theory)? e.g. Based on experiential, alternate andragogy, theater, accelerated learning with unique tools etc
Current state
20. Are your learning /teaching solutions dry, theory heavy, & the learners are unable to retain, to give an application benefit back to the customers ? Do you wish to invest in SME/internal trainers (A train the designer & trainer workshop) to revamp training/ learning workshops, with experiential learning (60+ innovative tools), Instructional design, Accelerated creative learning, Theater learning (India/Australia/uk style) methods etc?
6 a) Change transition- cope with change b) Change management

Example -

Organizational change-Internal, external, environmental, social, cultural etc.

eg- Redundancies, Restructuring, Location change, Role change, Tenured talent reporting to young Hipos, New technology change, Strategic customer geography change, customer need change etc

Personal change- Relationship, Financial, Health, Family loss etc

Aspiration
21. a) Do you aspire for your talent to i) cope faster with external/ internal business and organization challenges ii) Come out of the emotional spiral faster (move from a negative to neutral to a positive state) & focus on logical actions to win?
22. b) Do you aspire to effectively manage organizational change and build strong change management capabilities within your teams?
Current state
23. Are your leaders and employees struggling to cope with organizational change, leading to emotional spiral, a drop in productivity/performance?
24. Do you have a robust Change management capability for your Leaders? Eg including change types & scope, change strategy: change impact assessment, mitigation, communication, engagement, training, measuring change readiness & success with change networks.
6 b) Build your Managers &  Leaders for tomorrow
Aspiration
25. Do you aspire to build best-in-class leaders who drive, high performance, excellent culture etc? eg Capabilities in innovation, change management, influencing, emotional intelligent, motivating/engaging teams, networking, building trust, creating stakeholder value, personal branding, coaching & feedback, building a culture of social collaboration learning, etc.?
Current state
26. Are you facing challenges with the leadership skills of your leaders & managers ? Are your people leaving you as they don’t like the leader & their way of leading teams?
27. Do you have a leadership development pathway for different leaders ? Are you keen to explore inspiration benchmarks of how 20-50 global/local organizations across 18 industries are reimagining their Leadership development strategy & approach? eg Individual leaders, Managers of others, Managers of managers, Executive leaders. Do you have pathways, experience, exposure, education based journeys.
6 b)  i.   Innovation/Design thinking/ Human centered design
Aspiration
28. Do you aspire to drive innovation for complex challenges by embedding empathy, creativity, and a human-centered design approach to create differentiated business value?
Current state
29. Are you facing challenges with limited creativity and innovation among employees, impacting customer value—and are you open to addressing this through Design Thinking-based workshops? Options: i) Introduction to Design Thinking (cross-industry examples) ii) Application of Design Thinking (Discover–Define–Ideate–Prototype–Test with real problem-solving & prototyping)
6 b) ii.  Leading High-Performance teams
Aspiration
30. Do you aspire to uplift your entire team from average performance to high performance?
Current state
31. Do you have a solution/ workshop for your leaders to re-build a team from average performance to high performance?
6 b) iii. Influencing skills, Motivation, moments that matter
Aspiration
32. Do you aspire to influence your stakeholders & have motivated employees at work?
Current state
33. Do you have a leadership workshop on i) types of stakeholders & ways to influence them ii) apply employee wise unique strategy for employee motivation (research/literature) etc?
6 b)  iv. Emotional Intelligence (Including Self assessment  & optional 360 degree)
Aspiration
34. Do you aspire for your employees and leaders to build emotional intelligence—managing their own and others’ emotions effectively to strengthen relationships and performance?
Current state
35. Do you have a leadership workshop on Emotional intelligence with a clear impact?
6 b) v.  Crafting Stakeholder Value star for any Project
Aspiration
36. Do you aspire to craft a true value for your internal project stakeholders ? e.g. value star covering financial & profitability, talent growth, experience & promotion, sustainability, diversity & inclusion, customer obsession with quality & innovation.
Current state
37. Do you have a workshop for your leaders on crafting a stakeholder value star? eg Financial & profitability, talent growth, experience & promotion, sustainability, diversity & inclusion, customer obsession with quality & innovation etc
6 b) vi. Networking while being Organization/ market Savvy
Aspiration
38. Do you aspire for your people to build strong strategic and operational networks, and effectively navigate organizational structures, power dynamics, and stakeholder relationships to drive growth?
Current state
39. Are you struggling as underperformers are organization sharp & good performance stay behind at building networks & relationships? Do you have a workshop for you early leaders on networking, organization sharp for self/ organizations growth?
6 b) vii. Trust, Craft  your personal Brand
Aspiration
40. Do you aspire for your people to trust your leaders & the organization? Do your leaders have their own personal brand?
Current state
41. Do you have 1st time leader workshop focused on building trust with teams and developing a strong personal leadership brand?
6 b) viii. Engagement of teams with Head & Heart
Aspiration
42. Do you aspire for your people to have behavioral commitment at work? eg Put in extra effort, take initiative & actively promote the organization to others
Current state
43. Are you struggling as your employees are disengaged & don’t see value to put extra effort, take initiative & promote the organization to others? Do you have a workshop for your leaders to engage employees with head & heart at work?
6 b) ix. Building a learning culture-Social and collaborative learning Journey
Aspiration
44. Do you aspire for your people to i) learn fast & grow fast ii) accelerate the creative, social & collaborative learning in your organization?
Current state
45. Do you have a workshop for your leaders to, learn 15+ unique tools to build a culture of creative, social and collaborative learning within teams, for better results enabling people to learn fast & grow fast?
6 b) x. Coaching for growth/Peer Coaching
Aspiration
46. Do you aspire for your leaders to i) be great coaches to aid talent achieve results ii) give evidence-based feedback in a positive manner?
Current state
47. Do you have any workshop for your leaders to give evidence-based feedback and do coaching for growth?
7. Culture Transformation

CLA's Unique culture framework - Components of culture include A. 11 Climate Anchors: Strategic alignment, Growth and reward, Collaboration, Data-driven, Agility/resources, Performance-driven, Customer-centric, Communication & inclusivity, Entrepreneurial spirit, Values, Innovation B. 2 Emotion and Feeling Anchors: Trusting leadership, Passionate and driven vs. tense and annoyed

Aspiration
48. Do you aspire to be known for being an 'Organization with the best culture'?  A culture which founders want to build and which both founder & employees love? eg - Innovation driven, Value aligned, Entrepreneurial, Customer centric etc (refer culture definition above)
49. Are you open to explore “what exactly is your current unique perceived organization culture”  from the Lens of your current / alumnus employees/leadership team/Market brand scan, & craft a solution while understanding best practice benchmarks across 18 industries & 200 organizations across the world?  
Current state
50. Are your employees/ leaders across generations (incl Gen Z) calling your organization culture toxic & are unhappy? Does the culture vibe doesnt resonate with the founder's vision? Both employees & leadership both are not aligned?
51. Are you open for a partner to diagnose/gather real insights (from your leadership, employees, alumni's), share 200+ global inspirational practices for benchmarking, report on what various generations value in culture (inc Gen Z). Then cocreate a unique culture roadmap ( aligned with founder vision) with your leadership, enable you to implement, remeasure post 6 months, making your organization as the ' Best culture to work' certified annually, leading to higher Employer brand recall/quality, aligned talent behaviors, focused on Innovation, increased revenue & more.
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