Diagnosis of problems in the organization

Objectives
In this area, you evaluate the business environment in which you are and decide what you want to achieve. Ask yourself the following questions:

Do you have a clear mission and vision for the future?
How effectively do you use them to achieve your goals?
How clear does your team understand the goals you set for them?
Are you satisfied with the goals set or do they need to be reviewed?
How many members of your team participated in setting goals?

Relationships
Here you assess how people in your company relate to each other. Answer the following questions:

How effective are your people communicating with each other?
What is the atmosphere in the team?
How effectively do people from different departments communicate?
Can and do your people want to cooperate?

Rewards
In this area, you assess the impact on people of your incentives. Ask the following questions:

How effective are informal incentives and incentives?
What actions and results require remuneration?
What incentives do people take for granted and which ones they appreciate?
How timely do you reward members of your team?
For what offenses do you punish people?

Leadership
Weisbord considers this area to be the most important, it is in the center of the model and affects all other elements. Here the leader determines the right balance between the five areas. Ask yourself the following questions:

Do they understand and accept the leaders (managers) the mission and vision of the future?
Is it necessary to constantly monitor that the declared goal remains in force?
How ethical are your leaders?
Are your leaders leading the team or operating it?

Auxiliary mechanisms
Here you assess the conformity of technology coordination. Define:

Do you have a clear plan and strategy?
How effectively do you use your budget?
How effective is the communication process?
Is there a mechanism for evaluating performance?
The Weisbord model is a ready-made technique with prepared questions, on which you need to look for answers and form the right strategy. If something in your company went wrong, the problem is likely to be in one of the areas. Find it and give the correct name - only in this case you can solve it.