Twelve questions every transformation sponsor privately knows the answers to — but rarely asks out loud. Whether the org is shaped around value or reporting lines, whether decisions move at the speed of the work, whether governance adds evidence or meetings, and whether the model survives contact with the floor. Written by someone who designed and ran one at Fortune 250 scale.
For each question, pick the option that's most honest about your organization today — not the model described in the deck, not the one the transformation is working toward. Answer from what you'd see walking the floor, not what was attested in the steering committee. There are no good or bad scores; there are honest ones.
Self-reported, by design. This diagnostic is attestation — your honest read of your own organization — and that's a real signal: it starts the right conversation, and it's free because honesty does most of the work. What attestation can't do is verify itself. That's observation — first and mostly the human kind: being in the room while work happens, watching who speaks, who defers, and what goes unsaid. No system reveals that layer, and it's usually where the gap between the deck and delivery lives. Toolchain evidence can round out the picture where it's useful. An engagement picks up there, if the result warrants one. Trust the self-read; verify in the room.
Answer the questions above — your operating model report renders here once you're done.
If the read surfaced real gaps, the next step is Plan: we walk the job with the people who do it — role audit, decision-rights gaps, bottlenecks — and agree the one thing worth fixing first, from someone who designed and ran this at Fortune 250 scale alongside McKinsey. No minimum term, and it runs straight into Build once the target is clear. Not sure it's the right starting point? A 30-minute call sorts it.
See how Plan works →The path: this health check → assessment (the ranked 90-day plan) → Implementation or Operating Model Build (the changes go live).