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, 2006 xQ2 March 11, 2007
EXECUTIVE SUMMARY DETAILED FINDINGS CUSTOM QUESTIONS POSITION AND UNIT STRUCTURE KEY SUMMARY TABLES NEXT STEPS 2 9 36 40 42 45
2007 FranklinCovey
Core Report (Excludes written comments.)
March 11, 2007
Executive Summary
Welcome 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 anonymousindividual responses cannot be traced. To protect the anonymity of respondents, no data for groups of fewer than five 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 0100, where 100 indicates flawless execution. The xQ score is based on points awarded on Questions 119 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 Clarity Do we know the goals? Commitment Do we buy in to the goals? Translation Into Action Do we know what to do to achieve the goals? Enabling Do we take down barriers? Synergy Do we work together to arrive at better ways to achieve our goals? Accountability Do we account to each other for our commitments?
xQ2
xQ1
xQ2
63 59 59
80 72 75
Your Overall xQ Score xQ1 : 56 xQ2 : 72
52
71
Organizational Level Are we aligned to execute organizational goals?
53
71
50 49
65 68
Team Level How well do we execute on unit or work-group objectives?
64
75
57
74
Individual Level How well do individual workers practice the disciplines needed for good 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
March 11, 2007
xQ Score for ICompany X

56 72 47 89 0 50 100 xQ1 xQ2
Organization National Average Top 10%
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 Total Responses MgrSuper Assoc # 456 113 343 % 100% 25% 75% xQ2 72 78 70 Organization Total Responses MgrSuper Assoc # 356 91 265 % 100% 26% 74% xQ1 56 67 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.
2007 FranklinCovey
Executive Summary
March 11, 2007
Distribution of Respondent xQ Scores for Company X

xQ1
29 Number of Respondents Number of Respondents 55
xQ2
19.3
36.7
9.7
18.3
50 xQ Score
100
50 xQ Score
100
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?
2007 FranklinCovey
Executive Summary
March 11, 2007

Organization xQ1 Score 56 xQ2 Score 72 Nat. Avg. Top 10% 47 47
63 80 72 85 52 79 64 75
xQ Scores by Principle of Execution
89 89 90 85 97 88
CLARITY
INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) TEAM FOCUS: Diligent work-team focus on top goals (Q19)
53 45 48 65
50
59 72 48 68 69 78 60 71
100
COMMITMENT
TEAM GOALSQUALITY: Clear, measurable team goals (Q2) INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17)
51 42 54 58
100
88 83 95 85
50
59 75 63
TRANSLATION INTO ACTION

ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21)
49
86
85 90 94 80 75
53 44 38 60
53 76 54 68 65 70
50
50 65 48 65 49 64 55 66
100
ENABLING
TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) ORG. SUPPORT: Active support for work-team goals (Q18)
48 46 43 56
100
90 93 91 87
50
49 68 54 74 50 69 40 57 51 72
SYNERGY
TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) TEAM TRUST: A safe, win-win work environment (Q5) ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15)
42 43 40 37 48
100
92 92 90 92 94
50
57 74 68
ACCOUNTABILITY
TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) TEAM MEASURESQUALITY: Success measures tracked accurately and openly (Q8) INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12)
39
40
81
88 87 88 89
44 34
63 65 78
43
100
50
2007 FranklinCovey
Executive Summary
March 11, 2007

Organization xQ1 Score 56 xQ2 Score 72 Nat. Avg. Top 10% 47 47
71 63 86 52 79 40 57 51 72 49 64 55 66
xQ Scores by Org., Team, and Individual Levels
89 89 92 90 97 92 94 91 87
ORGANIZATIONAL LEVEL
ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) ORG. SUPPORT: Active support for work-team goals (Q18)
52
48 53 48 37 48 43 56
100
50
53 71 48 68 53 76 54 74 50 69 48 65 68
TEAM LEVEL
TEAM GOALSQUALITY: Clear, measurable team goals (Q2) TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) TEAM TRUST: A safe, win-win work environment (Q5) TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) TEAM MEASURESQUALITY: Success measures tracked accurately and openly (Q8) TEAM FOCUS: Diligent work-team focus on top goals (Q19)
39
45 42 44 43 40 46
81
89 83 94 92 90 93 87 88 88
44 34
63 64 75
65
100
50
64 75 72
INDIVIDUAL LEVEL
INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21)
54
50
85
85 85 95 80 89 85 75
45 54 38
69 78 68 65 78 60 71 65 70
43 58 60
100
50
2007 FranklinCovey
Executive Summary
March 11, 2007
Goal and Measure Clarity

This 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
xQ2
Do workers know the key goals of the organization? Do workers know the key measures of success on those goals? 15%
0%
36%
Do workers know the key goals of the organization? Do workers know the key measures of success on those goals? 49%
0% 50%
78%
50%
100%
100%
Time Allocated to Key Objectives

This 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.) 12%
23%
xQ1
65% 17%
10% 19%
23%
60%
xQ2
70%
National Average
Organization
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 immediate attention. Percentage of time spent on counterproductive activities.
2007 FranklinCovey
Executive Summary
March 11, 2007
Top Organizational Barriers to Execution

This 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). Overwhelming workload (e.g., too much to do, cant get to all my key priorities, feeling exhausted). Bureaucracy (e.g., irrelevant or cumbersome rules, needlessly long approval cycles).
0%
58%
36%
32%
50% 100%
xQ2 Lack of resources (e.g., insufficient budgets, people, tools, support). Bureaucracy (e.g., irrelevant or cumbersome rules, needlessly long approval cycles). Overwhelming workload (e.g., too much to do, cant get to all my key priorities, feeling exhausted).
0%
55%
36%
35%
50% 100%
2007 FranklinCovey
Executive Summary
March 11, 2007
Detailed Findings
Question 1: Organizational Line of Sight
Which statements are true about the most important goals of Company X and your role in achieving them?
xQ1 xQ2 Organization National Average Top 10%
0 50
Please select all that apply. a. Company X has decided what its most important goals are. b. Company X has clearly communicated its most important goals. c. The goals of (my unit) clearly support the goals of Company X. d. The goals of (my unit) are translated into my individual work goals. e. My individual work goals are translated into daily tasks and activities. f. None of the above.
Comparative Score
63 86
53 90
100
Options Chosen Percentage of respondents who chose: a b c d e f

6% 1% 63% 86% 60% 90% 62% 90% 65% 86% 65% 77%
0%
50%
100%
Points
Scoring Percentage of respondents who chose: 5 of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only

13% 19% 13% 9% 15% 5% 17% 4% 6% 1% 35% 63%
100 80 60 40 Scoring Key Options a through e represent performance standards. Each option is worth 20 points. Ideally, respondents should select all five options, giving a score of 100. The overall score for this question is an average of all individual responses. 20 0
0%
50%
100%
2007 FranklinCovey
Detailed Findings
March 11, 2007
Question 2: Team GoalsQuality

Which statements are true about the goals set by (my unit)?
0 50
Please select all that apply. a. We set goals that we are enthusiastic about. b. We set goals that will please our customers (those people or groups we directly serve). c. We set goals that give us measurable economic payback. d. We set goals that are timely; that is, its the right time to work on them. e. We set goals that are truly achievable. f. We do not have any goals. g. None of the above.
Comparative Score
48 68
42 83
100
Options Chosen Percentage of respondents who chose: a b c d e f g

6% 1% 9% 3% 50% 73% 46% 68% 42% 70% 32% 48% 67% 82%
0%
50%
100%
Points
Scoring Percentage of respondents who chose: 5 of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only g. only

18% 35% 11% 19% 13% 16% 21% 16% 22% 11% 6% 1% 9% 3%
100 80 60 40 20 Scoring Key Options a through e represent performance standards. Each option is worth 20 points. Ideally, respondents should select all five options, giving a score of 100. The overall score for this question is an average of all individual responses. 0 0
0%
50%
100%
2007 FranklinCovey
Detailed Findings
10
March 11, 2007
Question 3: Team Planning

Which statements are generally true about how (my unit) plans together to achieve its goals?
0 50
Please select all that apply. 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 for individuals. e. We follow through with our plans. f. We do not plan together. g. None of the above.
Comparative Score
53 76
44 94
100

15% 6% 7% 2% 46% 76% 53% 75% 44% 65% 62% 82% 59% 82%
0%
50%
100%
Points

16% 16% 14% 11% 10% 6% 14% 6% 15% 6% 7% 2% 25% 53%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
11
March 11, 2007
Question 4: Team Communication

Which statements are generally true about communication in (my unit)?
0 50
Please select all that apply. a. We actively seek out differing viewpoints. b. We genuinely listen to each other, honestly seeking to understand the viewpoints of others. c. We express our views respectfully. d. We discuss tough issues candidly. e. Our communication is energetic and creative, often leading to new or better ideas. f. None of the above.
Comparative Score
54 74
43 92
100

0%
15% 6% 46% 66% 55% 75% 38% 60% 58% 81% 71% 88%
50%
100%
Points

0%
7% 18% 8% 15% 6% 26% 47% 13% 19% 15% 13% 14%
100 80 60 40 20 0 Scoring Key Options a through e represent performance standards. Each option is worth 20 points. Ideally, respondents should select all five options, giving a score of 100. The overall score for this question is an average of all individual responses.
50%
100%
2007 FranklinCovey
Detailed Findings
12
March 11, 2007
Question 5: Team Trust

Which statements are generally true about trust in (my unit)?
0 50
Please select all that apply. a. I feel safe in expressing my opinions openly without fear of retribution. b. We live by the principle that my success is your success. c. People are treated fairlyfavoritism is not a problem. d. We do not undermine each other. e. We make decisions based on the best ideas and information rather than on office politics. f. None of the above.
Comparative Score
50 69
40 90
100

0%
20% 8% 43% 65% 41% 64% 53% 67% 58% 76% 57% 72%
50%
100%
Points

0%
11% 15% 15% 14% 13% 12% 16% 9% 20% 8% 24% 41%
50%
100%
2007 FranklinCovey
Detailed Findings
13
March 11, 2007
Question 6: Team Empowerment

Which statements are generally true about how (my unit) is run?
0 50
Please select all that apply. 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 about my roles and responsibilities. d. Our systems and processes are aligned to help us achieve our goals. e. Our managers actively seek our opinions on how to do things better. f. None of the above.
Comparative Score
48 65
46 93
100

11% 4% 36% 59% 53% 72% 20% 35% 55% 75% 77% 87%
0%
50%
100%
Points

4% 7% 24% 17% 25% 24% 21% 23% 15% 18% 10% 11%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
14
xQ2 Report for Company X(456 Respondents)
March 11, 2007
Question 7: Team Accountability

Which statements are generally true about accountability in (my unit)?
0 50
Please select all that apply. a. We routinely report to each other on our progress toward goals. b. I meet at least monthly with my manager to review progress on my goals. c. We hold ourselves accountable for staying on budget. d. We hold ourselves accountable for reaching our commitments on time. e. We hold ourselves accountable for delivering quality results. f. None of the above.
Comparative Score
68 81
44 87
100

5% 1% 56% 79% 51% 67% 70% 79% 83% 92% 78% 90%
0%
50%
100%
Points

12% 13% 9% 7% 4% 5% 1% 28% 51% 26% 23% 20%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
15
March 11, 2007
Question 8: Team MeasuresQuality

Which statements are true about the measures used to track progress toward the goals of (my unit)?
0 50
Please select all that apply. a. The measures are clear. b. The measures accurately track progress toward goals. c. The measures are visible and accessible to everyone. d. We regularly discuss our performance on the measures. e. Rewards and consequences are clearly based on performance on the measures. f. We do not have any measures. g. None of the above.
Comparative Score
39 63
34 88
100

0%
10% 3% 22% 8% 28% 51% 44% 69% 40% 61% 38% 65% 44% 70%
50%
100%
Points

0%
3% 22% 8% 15% 33% 11% 18% 11% 14% 12% 12% 20% 12% 10%
50%
100%
2007 FranklinCovey
Detailed Findings
16
March 11, 2007
Question 9: Individual Goals

Which statements are true about your individual work goals?
0 50
Please select all that apply. a. My work goals are clear. b. My work goals are written down. c. My work goals are tied to specific measures of performance. d. My work goals have deadlines. e. I genuinely participate in setting my work goals. f. I do not have individual work goals. g. None of the above.
Comparative Score
72 85
45 85
100

1% 0% 2% 1% 60% 79% 76% 84% 72% 84% 73% 89% 77% 90%
0%
50%
100%
Points

8% 11% 7% 10% 3% 1% 0% 2% 1% 20% 17% 15% 40% 63%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
17
March 11, 2007
Question 10: Individual Engagement

Which statements are true about your job?
0 50
Please select all that apply. a. My job contributes to fulfilling an important purpose. b. My job taps into the best of my talents and passion. c. I feel that my contributions to achieving our goals are recognized and appreciated. d. I have a good relationship with my manager. e. I feel welcomed as part of a group. f. None of the above.
Comparative Score
69 78
54 95
100

3% 2% 50% 61% 58% 73% 81% 85% 79% 83% 76% 87%
0%
50%
100%
Points

20% 22% 21% 13% 13% 9% 10% 7% 3% 2% 33% 47%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
18
March 11, 2007
Question 11: Individual Planning

Which statements are generally true about your individual planning habits?
0 50
Please select all that apply. a. I take time each workweek to identify and schedule activities around the most important goals of (my unit). b. I take time each workday to identify and schedule activities around the most important goals of (my unit). c. I use an effective planning system for managing my activities. d. I plan ways to balance my personal and work life. e. I plan activities that allow me to continuously improve my performance. f. None of the above.
Comparative Score
54 68
38 80
100

8% 2% 56% 71% 38% 47% 59% 73% 67% 77% 47% 73%
0%
50%
100%
Points

2% 15% 14% 9% 8% 13% 27% 16% 24% 27% 23% 23%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
19
March 11, 2007
Question 12: Individual Accountability

Which statements are generally true about the people in (my unit)?
0 50
Please select all that apply. a. People take the initiative to get the job done. b. People stay on tasks until theyre completed. c. People focus on things they can impact rather than on things they cant. d. People avoid blaming others when things go wrong. e. People take responsibility for the results of their work. f. None of the above.
Comparative Score
65 78
43 89
100

8% 3% 53% 68% 50% 67% 73% 84% 77% 87% 70% 83%
0%
50%
100%
Points

16% 19% 17% 14% 16% 9% 9% 5% 8% 3% 33% 50%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
20
March 11, 2007
Question 13: Organizational Direction

Which statements are true about Company Xs direction?
0 50
Please select all that apply. 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 strategic direction. d. Our organizational goals are clearly connected to Company Xs mission and strategy. e. I clearly understand what I am supposed to do to help achieve Company Xs goals. f. None of the above.
Comparative Score
52 79
48 97
100

20% 3% 44% 67% 56% 87% 55% 85% 50% 79% 56% 79%
0%
50%
100%
Points

10% 13% 12% 13% 12% 9% 17% 6% 20% 3% 29% 57%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
21
March 11, 2007
Question 14: Organizational Collaboration

Which statements are generally true about the working relationships between (my unit) and the other groups you most closely work with inside Company X?
0 50
Please select all that apply. a. We know their most important goals, and they know ours. b. Our goals and theirs are aligned to help Company X achieve its goals. c. We actively help each other achieve our respective goals. d. We communicate frequently and openly with these groups. e. We regularly achieve better results because of how well we work together. f. None of the above.
Comparative Score
40 57
37 92
100

0%
24% 13% 34% 49% 30% 49% 42% 64% 50% 64% 46% 61%
50%
100%
Points

0%
14% 30% 8% 12% 16% 14% 15% 19% 22% 13% 24% 13%
100 80 60 40 20 Scoring Key Options a through e represent performance standards. Each option is worth 20 points. Ideally, respondents should select all five options, giving a score of 100. The overall score for this question is an average of all individual responses. 0
50%
100%
2007 FranklinCovey
Detailed Findings
22
March 11, 2007
Question 15: Organizational Trustworthiness

Which of these statements are true about Company X?
0 50
Please select all that apply. a. Company X has a clear, written set of values. b. Company X generally lives up to the values of the organization, even when times are tough. c. At Company X, we consistently meet the expectations of our customers (those people or groups we serve). d. Company X consistently honors its commitments to its people. e. Company X consistently honors its commitments to its business partners (e.g., suppliers, vendors, contractors, alliance partners, investors). f. None of the above.
Comparative Score
51 72
48 94
100

12% 2% 37% 60% 49% 71% 45% 70% 62% 74% 64% 86%
0%
50%
100%
Points

2% 22% 43% 11% 17% 16% 14% 16% 12% 22% 12% 12%
0%
50%
100%
2007 FranklinCovey
Detailed Findings
23
March 11, 2007
Question 16: Organizational Performance Improvement

Which of the following statements are true about improving performance at Company X?
0 50
Please select all that apply. a. People are expected to perform at a high levellow performance is unacceptable. b. Managers are genuinely involved in helping people develop their potential. c. We systematically gather feedback on our performance from a broad range of sources (e.g., customers, employees, suppliers, the community). d. We consistently seek ways to simplify our operations. e. We consistently apply better practices and new ideas to improve performance. f. None of the above.
Comparative Score
49 64
43 91
100

0%
12% 6% 43% 65% 46% 67% 46% 57% 42% 58% 65% 73%
50%
100%
Points

0%
6% 15% 31% 13% 16% 15% 20% 23% 15% 22% 12% 12%
50%
100%
2007 FranklinCovey
Detailed Findings
24
March 11, 2007
Question 17: Individual Commitment

To what degree are you energized by and committed to the direction (my unit) is taking?
0 50
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.
Comparative Score
60 71
58 85
100
Points

0%
10% 15% 4% 1% 10% 5% 17% 9% 31% 25% 28% 45%
0 20 40 60 80 100
50%
100%
Scoring Key Respondents who select Option f receive 100 points, those who select e receive 80 points, etc. The overall score for this question is an average of all individual responses.
2007 FranklinCovey
Detailed Findings
25
March 11, 2007
Question 18: Organizational Support

Which statement best describes how Company Xs upper management supports the goals of (my unit)?
0 50
Please select only one response. a. Very lowits virtually nonexistent. b. Lowits a struggle to get the help we need. c. Moderatethey will eventually help us if we campaign for it. d. Highthey usually help us. e. Very highthey actively help us.
Comparative Score
55 66
56 87
100
Points
Options Chosen Percentage of respondents who chose: a b c d e

0%
8% 20% 8% 3% 15% 9% 35% 29% 34% 39%
0 25 50 75 100
50%
100%
Scoring Key Respondents who select Option e receive 100 points, those who select d receive 75 points, etc. The overall score for this question is an average of all individual responses.
2007 FranklinCovey
Detailed Findings
26
March 11, 2007
Question 19: Team Focus

Which statement best describes how well people in our unit focus on the most important goals of (my unit)?
0 50
Please select only one response. a. Very lowwe have virtually no focus. b. Lowwe often lose focus on our goals. c. Moderatewe are focused about half the time. d. Highwe typically keep our most important goals in view. e. Very highwe stay diligently focused on our most important goals.
Comparative Score
64 75
65 88
100
Points
Options Chosen Percentage of respondents who chose: a b c d e

0%
13% 25% 3% 0% 9% 3% 30% 18% 44% 54%
0 25
Scoring Key Respondents who select Option e receive 100 points, those who select d receive 75 points, etc. The overall score for this question is an average of all individual responses.
50 75 100
50%
100%
Question 19a: Focus Inhibitors

If you answered very low, low, or moderate, please answer: Which statements best describe why people lose focus?
Please select all that apply. a. We lose focus because we are pulled away from important 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 are most important. f. We do not have any goals. g. None of the above. a b c d e f g
0%
1% 0% 8% 7% 31% 24% 45% 23% 41% 20% 46% 41%
Options Chosen Percentage of respondents who chose:

55% 64%
50%
100%
2007 FranklinCovey
Detailed Findings
27
March 11, 2007
Question 20: Organizational Barriers

Which are the three most significant barriers that make it difficult for you to achieve your most important work goals?
Please select up to three responses. a. Bureaucracy (e.g., irrelevant or cumbersome rules, needlessly long approval cycles). b. Training and development issues (e.g., lack of learning and growth opportunities). c. Lack of resources (e.g., insufficient budgets, people, tools, support). d. Unclear or shifting work priorities (e.g., other peoples urgencies and emergencies, conflicting demands, surprise projects). e. Poor information systems (e.g., inaccurate, outdated, missing, or confusing 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, dont start and end on time). h. Poor work processes (e.g., unclear work steps, work is badly transferred from group to group, lack of shared processes). i. Information overload (e.g., excessive e-mail and voice mail, too many reports). j. Political issues (e.g., turf battles, rivalries, favoritism, personality clashes). 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, cant get to all my key priorities, feeling exhausted). a b c d e f g h i j k l m

32% 36% 19% 17% 58% 55% 26% 23% 12% 14% 8% 8% 14% 14% 14% 13% 11% 16% 23% 13% 17% 11% 36% 35% 4% 6%
0%
50%
100%
m. None of the above.
Scoring Key Results for this question do not affect the xQ score. Top barriers based on percentage of options chosen are also reported in the Executive Summary.
2007 FranklinCovey
Detailed Findings
28
March 11, 2007
Question 21: Individual Time Allocation

What percentage of your work time is spent on the following activities? Please enter each response to the nearest 5%.
0 50
Your total must add up to 100 percent: a. Percentage of time spent on the most important goals of (my unit). b. Percentage of time spent on other activities that have little relevance to the most important goals of (my unit), but demand my immediate attention. c. Percentage of time spent on other activities such as dealing with internal bureaucracies, hidden agendas, interdepartmental conflicts, doing things just to keep out of trouble, talking office politics, etc.
Comparative Score
65 70
60 75
100
Percentage by Category Percentage of time spent on: a b c

0%
23% 19% 12% 10% 65% 70%
50%
100%
Scoring Key The score for this question is equal to the average of all responses for Option a. If the average percentage of time entered for all respondents for Option a was 60 percent, then the score would be 60.
2007 FranklinCovey
Detailed Findings
29
March 11, 2007
Question 22: Organizational GoalsClarity (xQ1)

If you know any of the top three goals of Company X, please list them.
Key Words Identified 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 work High-Performing 4. I do not know any of the top three goals of Company X. 1 2 3 4
0%
48% 30% 29% 32%

50% 100%
Average for All Goals Organization

0%
36%
50% 100%
Scoring Key Results for this question do not affect the xQ score. Bold text indicates key words. The tables show the percentage of respondents who matched any of the key words, regardless of order. If the score is zero, it means (a) no one matched any of the key words or (b) no key words were available for conducting a match. To see written responses, go to the "Written Comments" section.
2007 FranklinCovey
Detailed Findings
30
March 11, 2007
Question 22: Organizational GoalsClarity (xQ2)

If you know any of the top three goals of ICompany X, please list them.
Key Words Identified 1. Exceed the financial plan by capturing new opportunities . capture opportunity 2. Increase our capability to meet changing customer and client needs 3. Strengthen the connection between the organization's top priorities and the work of each Company X employee 4. I do not know any of the top three goals of Company X. 1 2 3 4 5%
0% 50% 100%
77% 87% 69%
Average for All Goals Organization

0% 50%
78%
100%
2007 FranklinCovey
Detailed Findings
31
March 11, 2007
Question 23: Organizational MeasuresClarity (xQ1)

If you know any of the top eight measures that indicate whether Company X is achieving its most important goals, please list them.
Key Words Identified 1. Customer-Driven/User Proficiency: Create user proficiency models to support and content architecture. Ranked among top 3 VOC scores by Q4 2004. Implement a comprehensive customer data management architecture. 2. Operational Excellence : Develop and implement a leading edge content creation and delivery strategy and architecture. Establish Company X as Product Manager of Company X training and doc. Fully support funding model with designed interlock / SLA process: interlock/SLA . Align Company X Creation and Delivery with Customer 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 performance through recognition and compensation . Create clear connection between organizational and individual goals and objectives . 4. I do not know any of the top eight measures of Company X. 1 2 3 4
0%
29% 15% 2% 39%

50% 100%
Average for All Measures Organization

0%
15%
50% 100%
2007 FranklinCovey
Detailed Findings
32
March 11, 2007
Question 23: Organizational MeasuresClarity (xQ2)

If you know any of the top eight measures that indicate whether Company X is achieving its most important goals, please list them.
Key Words Identified 1. Operating Income OI less than $4M loss 2. Net financial growth of 1% 3. TL9000 certification and process compliance 4. Voice of the Customer (VOC) - User documentation customer satisfaction, score 8.10 5. Voice of the Customer (VOC ) - Training customer satisfaction, score 8.07 6. Client Satisfaction ( Funding Partner Satisfaction) (Company X information products are a good investment and add value to my business), score 4.3 7. Employee Engagement Survey (composite of core questions), 66% 8. XQ survey (overall score), 62% 9. I do not know any of the top eight measures of Company X. 1 2 3 4 5 6 7 8 9
0%
53% 55% 51% 50% 47% 47% 46% 42% 14%

50% 100%
Average for All Measures Organization

0%
49%
50% 100%
2007 FranklinCovey
Detailed Findings
33
March 11, 2007
Question 24: Team GoalsClarity

If you know any of the top three goals of (my unit), please list them.
Scoring Key Results for this question do not affect the xQ score. This report does not contain written responses, which are reported at the unit level. To see written responses for a particular unit, consult the Complete Report, "Written Comments" section for that unit.
Question 25: Team MeasuresClarity

What is the key measure you personally look at to tell whether (my unit) is achieving its most important goals?
Scoring Key Results for this question do not affect the xQ score. This report does not contain written responses, which are reported at the unit level. To see written responses for a particular unit, consult the Complete Report, "Written Comments" section for that unit.
2007 FranklinCovey
Detailed Findings
34
March 11, 2007
Question 26: Organizational Talent

The majority of people in Company X possess far more talent, intelligence, capability, and creativity than their present jobs require or even allow.
a. Agree b. Disagree a b

66% 64% 34% 35%
0%
50%
100%
Scoring Key This question does not affect the xQ score. Results are reported as a percentage of respondents who agree or disagree.
Question 27: Open Response

Please comment on what (my unit) could do better to achieve its most important goals.
Scoring Key To see written responses, consult the Complete Report, Written Comments section.
2007 FranklinCovey
Detailed Findings
35
March 11, 2007
Custom Questions
xQ2 Only Question 28
My 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 b c d e

0% 5% 0% 6% 0% 19% 0% 37% 0% 33%
0%
50%
100%
2007 FranklinCovey
Custom Questions
36
March 11, 2007

In Company X there is open and honest two-way communication.
a. Strongly disagree with this statement. b. Disagree with this statement. c. Neutral, neither agree nor disagree. d. Agree with the statement. e. Strongly agree with this statement. a b c d e

0% 4% 0% 10% 0% 20% 0% 50% 0% 16%
0%
50%
100%
2007 FranklinCovey
Custom Questions
37
March 11, 2007

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

0% 5% 0% 10% 0% 23% 0% 49% 0% 13%
0%
50%
100%
2007 FranklinCovey
Custom Questions
38
March 11, 2007

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

0% 2% 0% 6% 0% 19% 0% 55% 0% 18%
0%
50%
100%
2007 FranklinCovey
Custom Questions
39
March 11, 2007
Summary Table (by Position)

Org Number of Respondents: xQ Score: CLARITY INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) TEAM FOCUS: Diligent work-team focus on top goals (Q19) COMMITMENT TEAM GOALSQUALITY: Clear, measurable team goals (Q2) INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) TRANSLATION INTO ACTION ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) ENABLING TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) ORG. SUPPORT: Active support for work-team goals (Q18) SYNERGY TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) TEAM TRUST: A safe, win-win work environment (Q5) ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) ACCOUNTABILITY TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) TEAM MEASURESQUALITY: Success measures tracked accurately and openly (Q8) INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) 456 72 MgrSuper 113 78 Assoc 343 70
80 85 79 75
72 68
78
71
75 86 76
68 70 65 65 64 66 68 74 69 57 72 74
84 90 84 77 78 75 84 76 79 90 83
74 68 70 69 70 70
78 84 78
74 70 66
76
69 74
84
74 66 71 64 64 62 64 65 71 65 54 70 71
77 85 79
69
81
63
78
77 82 87 75 85
80
60
76
Scoring Key Green Bold: High xQ Scores10075 Based on U.S. Top 15% Black: Medium xQ Scores74-41 [Red:] Low xQ Scores400 Based on U.S. Bottom 40%
2007 FranklinCovey
Summary Tables
42
March 11, 2007
Summary Table (by Unit)

Org Number of Respondents: xQ Score: CLARITY INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) TEAM FOCUS: Diligent work-team focus on top goals (Q19) COMMITMENT TEAM GOALSQUALITY: Clear, measurable team goals (Q2) INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) TRANSLATION INTO ACTION ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) ENABLING TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) ORG. SUPPORT: Active support for work-team goals (Q18) SYNERGY TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) TEAM TRUST: A safe, win-win work environment (Q5) ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) ACCOUNTABILITY TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) TEAM MEASURESQUALITY: Success measures tracked accurately and openly (Q8) INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) 456 72 Dept A 52 73 Dept B 268 72 Dept C 129 73 Mgmtteam 7 66
80 85 79 75
72 68
83 88 85 75
72 67
79 86 78
73 71 68
80 83 80 78
74 71
79 80
74
82
68 49 74
78
71
80
71 74
77
69
78
72 74
80
73
75 86 76
68 70 65 65 64 66 68 74 69 57 72 74
90 76
62 68 66 68 61 70 68
76 87 78
70 69 64 65 63 64 68
82
72 68 73 67 66 68 67 68 71 66 61 74 73
80 80
57 74 61 54 63 64 55 49 60 [40] 71 59 71 49 57
76
67 57 73
76
70 56 71
81
63
75 87
63
75 84
61
75
69
78
76
80
76
Scoring Key Green Bold: High xQ Scores10075 Based on U.S. Top 15% Black: Medium xQ Scores74-41 [Red:] Low xQ Scores400 Based on U.S. Bottom 40% The following Unit(s) were not included in this report due to insufficient data (a minimum of five):
2007 FranklinCovey
Summary Tables
43
March 11, 2007
Comparative Summary Table

Company X xQ1 Number of Respondents: xQ Score: CLARITY INDIVIDUAL GOALS: Clear, measurable, deadline-driven work goals (Q9) ORG. DIRECTION: Organizational strategy and goals precisely understood (Q13) TEAM FOCUS: Diligent work-team focus on top goals (Q19) COMMITMENT TEAM GOALSQUALITY: Clear, measurable team goals (Q2) INDIVIDUAL ENGAGEMENT: Individuals valued and motivated (Q10) INDIVIDUAL COMMITMENT: People committed to organizational direction (Q17) TRANSLATION INTO ACTION ORG. LINE OF SIGHT: All workers focused on organizational goals (Q1) TEAM PLANNING: Clear, correlated assignments and follow-through (Q3) INDIVIDUAL PLANNING: Systematic approach to scheduling priorities (Q11) INDIVIDUAL TIME ALLOCATION: Time spent executing top goals (Q21) ENABLING TEAM EMPOWERMENT: Adequate resources and freedom to do the job (Q6) ORG. PERFORMANCE IMPROVEMENT: Systematic approach to improvement (Q16) ORG. SUPPORT: Active support for work-team goals (Q18) SYNERGY TEAM COMMUNICATION: Mutual understanding and creative dialogue (Q4) TEAM TRUST: A safe, win-win work environment (Q5) ORG. COLLABORATION: Smooth, cross-functional work and communication (Q14) ORG. TRUSTWORTHINESS: Organizational values and commitments honored (Q15) ACCOUNTABILITY TEAM ACCOUNTABILITY: Commitments honored among team members (Q7) TEAM MEASURESQUALITY: Success measures tracked accurately and openly (Q8) 356 56 63 72 52 64 59 48 69 60 59 63 53 54 65 50 48 49 55 49 54 50 [40] 51 57 68 [39] xQ2 456 72 29% 27% 18% 52% 17% 22% 42% 13% 18% 27% 37% 43% 26% 8% 30% 35% 31% 20% 39% 37% 38% 43% 41% 30% 19% 62% 20% % Change Nat. Avg. 12,182 47 53 45 48 65 51 42 54 58 49 53 44 [38] 60 48 46 43 56 42 43 [40] [37] 48 [40] 44 [34] 43
80 85 79 75
72 68
78
71
75 86 76
68 70 65 65 64 66 68 74 69 57 72 74
81
63
INDIVIDUAL ACCOUNTABILITY: Individual initiative and responsibility for results (Q12) 65 78 Scoring Key Green Bold: High xQ Scores10075 Based on U.S. Top 15% Black: Medium xQ Scores74-41 [Red:] Low xQ Scores400 Based on U.S. Bottom 40%
2007 FranklinCovey
Summary Tables
44
March 11, 2007
Next Steps
Key Findings
Key Actions What Who By When
2007 FranklinCovey
Next Steps
45

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xQ2 Report for Company X (456 Respondents)

March 11, 2007

Core Report (Excludes written comments.)

xQ2 Report for Company X (456 Respondents)

March 11, 2007

A few facts about the xQ Questionnaire:

Organizational Level Are we aligned to execute organizational goals?

Team Level How well do we execute on unit or work-group objectives?

As you examine the data, consider these questions:

xQ2 Report for Company X (456 Respondents)

March 11, 2007

xQ Score for ICompany X

Organization National Average Top 10%

Who Participated in xQ?

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Distribution of Respondent xQ Scores for Company X

xQ2 Report for Company X (456 Respondents)

March 11, 2007

xQ Scores by Principle of Execution

TRANSLATION INTO ACTION

xQ2 Report for Company X (456 Respondents)

March 11, 2007

xQ Scores by Org., Team, and Individual Levels

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Goal and Measure Clarity

Time Allocated to Key Objectives

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Top Organizational Barriers to Execution

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Options Chosen Percentage of respondents who chose: a b c d e f

Scoring Percentage of respondents who chose: 5 of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Question 2: Team GoalsQuality

Options Chosen Percentage of respondents who chose: a b c d e f g

Scoring Percentage of respondents who chose: 5 of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only g. only

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Question 3: Team Planning

Options Chosen Percentage of respondents who chose: a b c d e f g

Scoring Percentage of respondents who chose: 5 of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only g. only

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Question 4: Team Communication

Options Chosen Percentage of respondents who chose: a b c d e f

Scoring Percentage of respondents who chose: 5 of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Question 5: Team Trust

Options Chosen Percentage of respondents who chose: a b c d e f

Scoring Percentage of respondents who chose: 5 of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only

xQ2 Report for Company X (456 Respondents)

March 11, 2007

Question 6: Team Empowerment

Options Chosen Percentage of respondents who chose: a b c d e f

Scoring Percentage of respondents who chose: 5 of 5 4 of 5 3 of 5 2 of 5 1 of 5 f. only

xQ2 Report for Company X(456 Respondents)

March 11, 2007