Let’s be honest: It’s hard to change organizational processes and behavior. Even if you correctly identify the root of the problem, good luck getting consensus that you’re right. And even if you do, prioritizing and aligning which roadblocks to focus on first to operate as a high performing team is impossible without a data-driven approach.

Change requires a data-driven approach. That’s why we combine data and hard-won experience to tackle behavior change.

You can change the processes and behaviors that are holding your teams back. We’ll show you the numbers and recommendations to prove it.

Organizational Performance Analysis assesses the core capabilities of high performing teams and allows you to understand whether your systems and processes are enabling everyone to do their best work. Ensure workplace inclusion, engagement, and high performance by assessing your teams across demographic, tenure, and experiential dimensions.

Example Output:

Scores for the Four Capabilities of High Performing Teams

Network Analysis

In its most basic form, organizational network analysis is a data-driven study of the individuals or groups within an organization and the links or connections between them.

Leaders can leverage network analysis to understand the following: how knowledge flows through their teams, the key individuals throughout their network who speed up or slow down certain processes and information, and the challenges they need to address to facilitate those flows and processes.

This can help drive revenue growth, promote quicker innovation, improve organizational performance through stronger communication and collaboration, and drive organizational transformation.

We know from experience that no matter how effective, most leaders do not understand their networks unless they have done a thorough data analysis. We can change that.

Example Output:

Network Analysis allows us to understand how the organization’s network truly communicates outside of the standard hierarchical chart - starting with two simple questions:​

  • Who do you go to as a good source of information or help?​
  • Who do you need more access to in order to accomplish your business objectives?​

From those questions, McChrystal Group analyzes communication patterns, identifying information flows, decision making pathways, and bottlenecks.

Watch this short film from Managing Partner Victor Bilgen on Network Analysis

Leadership Behavior Diagnostic

Understanding what your base tendencies are as a leader, and how they change as you experience stress and change, will help you maximize your positive impact. Our Leader Behavior Diagnostic builds this self-awareness and provides the input to develop a tailored coaching and development plan, to guide you to improve in the highest-impact ways.

Viewing a team’s results in aggregate can help senior executives better understand the teams they lead, and can shape how to develop a team, its culture, and its leaders to achieve bold ambitions.

Example Output:


We’ve gotten tremendous value from the diagnostic itself. It has given us a high level of clarity of our effectiveness. Once you have that clarity, you can build strong alignment on what you need to do about it, and it becomes a foundational piece of problem solving for leadership teams."

Senior Executive


The holistic approach to the analytics, allowed us to see beyond the scales of engagement scores, but also how our employees are thriving in our organization and what might be holding back accelerated success. After two years of COVID and a workforce that grew by 25%, the social network analysis gave us another level of insight into our organization that was beyond a 'normal' engagement survey."

Maryellen McQuade, Chief Talent and Sustainability Officer

Biohaven Pharmaceuticals

Case Study

Problem: McChrystal Group assessed a division of a Fortune 20 Healthcare organization with the Team of Teams® Diagnostic Assessment, finding:

  • Ineffective prioritization–only 35%of employees shared the same perspective on strategic goals
  • Inconsistent hierarchal and lateral information sharing–only 48%of employees thought that other teams communicated the impact of their actions
  • Ambiguous decision-making authority for operations leaders–62%of team leaders thought teams lacked clearly defined decision responsibilities

Solution: Using the data from the diagnostic assessment to inform custom interventions, McChrystal Group partnered with the organization to:

  • Re-designed strategy review and communication processes to clarify incremental targets for key initiatives and set up a quarterly progress tracking system
  • Trained meeting owners and participants to use collaboration time effectively and institute standards for meeting preparation and context-sharing
  • Coached leaders on delegating decision authority in individual and team workshops designed to help managers drive accountability and ownership

Result: $83 million in cost savings from tailored interventions

View our Organizational Diagnostic case studies here.

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