The structure profile shows how the information flows in the company.

For example, you can see whether access to information is granted or whether it is only reserved for select groups. In regards to meetings, we find out whether these take place ad hoc or follow a specific procedure. However, there are topics to keep a close eye on such as job descriptions, recruitment policy or disciplinary measures. Because depending on how the structure also sees the distribution of responsibility to the employees, this influences cooperation and thus the culture.

It is fatal, for example, if the „superiors“ climb the career ladder after years of work and becoming the boss’s favorite, instead of being responsible and answerable for the result and for their behavior with a good distribution of tasks, competencies and responsibilities. The structural profile also helps here. Because it reveals rules and procedures that might prevent the company and its employees from developing positively.

If you are interested in knowing and wanting to understand your organizational health, a structural profile is just the thing. It helps you to create new structures and positively promote change.

It’s even more powerful and particularly relevant when you combine the structure profile with a culture and value profile! Then you will see the connections and you can start making changes at the most important points.