Organisationsdiagnose

Organisationsdiagnose is a systematic, evidence-based process used in organizational development to assess an organization's structure, culture, processes, and performance with the aim of identifying strengths, weaknesses, and opportunities for improvement. In German-speaking contexts the term designates a structured assessment conducted by internal staff or external consultants to inform change initiatives and strategic planning.

Common focus areas include governance and decision-making, organizational design and reporting lines, process efficiency, information flows, leadership and talent management, culture and employee engagement, strategy alignment, and performance measurement. The diagnosis seeks to map how these elements interact and where friction or misalignment impedes goals.

Methods commonly combine qualitative and quantitative data from surveys, interviews, focus groups, document analysis, and process mapping. Diagnostic frameworks or models—such as organizational structure analyses, culture assessments, or select performance dashboards—may structure the inquiry. Data are triangulated to produce a comprehensive picture rather than a single metric.

Typical process steps are: define scope and questions; design data collection; gather and analyze evidence; present findings to leadership; develop a prioritized action plan; and support implementation and monitoring. Deliverables usually include a diagnostic report, an executive summary, a set of recommended interventions, and success indicators.

Applications span private companies, public institutions, and nonprofit organizations, including pre-merger assessments, post-merger integration, process redesign, or culture transformations. Limitations include data quality and bias, confidentiality concerns, resistance to change, and the need for sustained follow-through to realize benefits.