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Design-It-Yourself Diagnostic

At Priority Learning we offer a variety of diagnostic tools for companies to use in order to uncover or better understand issues that exist within their organization. Sometimes though, what we already have on our website doesn't properly address the needs of the organization. Fortunately, in these cases we can assist an organization in creating a custom diagnostic that gets to the bottom of their unique situation.

We administer all diagnostics on our secure website, giving support throughout the entire process. After the diagnostic has been completed, we create a detailed plan of action for moving forward. This ensures that what was learned through the diagnostic results in actual changes that strengthen the organization. Then we maintain our support in the form of free leadership coaching.

Already have an in-house diagnostic? We can help with that too. Priority Learning can take any in-house diagnostic and administer it on our secure website.

Prices vary depending on the scope of the project so please Contact Us for more information.

The Difference Between A Priority Learning Diagnostic And An Online Survey

There are many websites, many free, that allow companies to send out surveys to employees in their organization. A survey can absolutely be a useful tool in gathering certain types of information, however there is a clear difference between a survey and a Priority Learning diagnostic. You may want to consider the following before using a survey instead of a diagnostic to collect serious feedback from your employee base.

  • When giving a diagnostic, wording is key. How you word the questions or statements has a direct effect on the quality of the feedback. Our staff at Priority Learning knows how to write and present a diagnostic in a way that will maximize results.

  • All diagnostics are administered on our secure website and individual answers are kept anonymous. This encourages more honest feedback from participants.

  • The biggest downfall to using a survey website is that although you may get enlightening results, what to do next is almost always the more challenging dilemma. The worst thing for an organization to do is to learn about a problem that exists but fail to make adjustments that effectively address the issue. When you take a diagnostic with Priority Learning, our work really starts once the diagnostic results have been compiled. Once the outcome is in, we analyze the data and create a comprehensive action plan for moving forward. Then we assist you in implementing the plan within your organization. Even after the project has been completed we continue to give support in the form of leadership coaching for your employees.

The Leadership Maker

By Ralph Twombly

Order the book!
  • Magic - What is in this book?

    Magic - What is in this book?

    Organizational culture building is here to stay for so many reasons but the most important is that it creates business that people love to work at.

  • Dunning Kruger Effect

    Dunning Kruger Effect

    n the field of psychology, the Dunning–Kruger effect is a cognitive bias in which people of low ability have illusory superiority and mistakenly assess their cognitive ability as greater than it is.

  • The language of leading through caring (part II)

    The language of leading through caring (part II)

    Here are 15 Perspectives from my living ,leading, and learning from-organizations/ individuals who flourished.

  • Why does a flourishing organization matter?

    Why does a flourishing organization matter?

    When employees flourish the company develops a competitive advantage. Employees who are engaged, committed to each other, committed to the success of the company, provide better results better than their competitors.

  • Peer Communication and Care

    Peer Communication and Care

    Often neglected and seldom really understood, consider the power of caring for and communicating with peers.

Priority Learning CARE initiative
CARE Initiative

Poll Question

The word "Empowerment" has been, in our experience, a little tough to implement in some organizations. Which of the following best describes “Empowerment” at your organization…

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