The Problem
You are not behind because you lack good people, good intentions, or good ideas.
You are behind because you have never had a clear, third-party, fact-based picture of your organization's actual health. You are managing on instinct and hoping the team sees it the same way you do. Most of the time, they do not.
No Baseline
You are making decisions about culture, performance, and structure without a clear read on where things actually stand. Gut feeling is not a data point.
The Team Won't Tell You
The boss effect is real. People tell leadership what leadership wants to hear. The real picture, the one your team actually has, does not surface in your meetings.
No map. No Plan
Without knowing exactly where the gaps are, you are guessing at what to fix first. Most invest in solutions without clarity on the problems.
THE FRAMEWORK
What a healthy organization actually looks like.
Organizational health is not a culture initiative or a strategy offsite. It is an aligned group of people consistently doing the right things, the right way, at the right time. The Baseline Organization Health Assessment measures it across three core competencies and seven subcategories.
Clarity
Purpose · Direction · Expectations
What the organization is, where it is going, and what each person owns. Three subcategories: Purpose, Direction, Expectations.
Communication
Rhythm · Discipline
How information moves, how meetings function, and how decisions get made and followed through. Two subcategories: Rhythm, Discipline.
Culture
Collective · Individual
How the team works together and how individuals experience the organization. Two subcategories: Collective, Individual.
WHY IT WORKS
What makes this assessment different.
Most surveys produce data. This one produces a map with clear next steps. Here is why.
Third Party Facilitated
Your team answers honestly because I am not on your payroll. Raw data and direct quotes are never shared with leadership. That is not a courtesy, it is how you get honest responses.
Multi-Perspectives
Leadership and team both complete the assessment. The gap between how leadership perceives the organization and how the team experiences it is often the most valuable insight in the entire instrument.
Objective. Not Opinionated.
Every subcategory produces a 1 to 5 score with traffic light thresholds. Green means healthy. Amber means at risk. Red means critical. You get facts, not consultant impressions.
Numbers & Narrative
Scored questions give you the what. Open-ended responses give you the why. The result is a deep picture of patterns and themes, not just a bunch of graphs. You leave knowing what the number is, what is actually driving, and best next steps to improve them.
The Floor Rule
The Overall Health Score is not an average. It is set at the lowest category score. The lowest competency defines the health floor. This keeps the standard high and the priority clear.
Leader Limit
Every section includes a question measuring how the team perceives leadership's effectiveness in that area. The composite score identifies exactly where your leadership focus will have the greatest leverage on team performance, and where the highest potential is waiting to be unlocked.
THE PROCESS
2-3 weeks. Four phases. One clear picture.
This is a managed engagement, not a form you send out and hope people fill in. I run the entire process setup, distribution, analysis, and presentation.
Step 1
Setup
I configure the assessment for your organization, establish participant groups, and distribute the form. Setup takes 1 to 3 days.
Step 2
Submission Window
Your team and leadership complete the assessment independently. Typical window is 5 to 7 days. Confidential responses only.
Step 3
Analysis
I analyze the full data set, run the scoring logic, identify developmental flags, and build the report.
Step 4
Presentation
I present your scored results, the primary constraint, and a prioritized development plan directly to leadership.
WHAT IS INCLUDED
Five deliverables. All of them actionable.
This is not a report you file away. It is a scored picture and a prioritized plan. Here is exactly what lands in your hands.
Scored Health Report
A full Baseline Organization Health Report. Every category and subcategory scored, labeled, and color-coded across all respondents. Yours to keep.
Leader Limit Score
A composite score showing where leadership focus will have the greatest leverage on team performance. It points directly to the highest-potential development opportunity in the organization.
Existence Check
A structural audit confirming which foundational systems exist across your organization. A reality check before the score review.
Prioritized Development Plan
Leadership Debrief Session
A facilitated 60 to 90 minute presentation with Jeremy covering results, the primary constraint, and the recommended path forward.
Jeremy Rivers
YOUR GUIDE
Jeremy Rivers is a fractional COO, executive coach, and organizational health consultant with 20 years of leadership and operational experience across nonprofits, growing organizations, and complex team environments. His work sits at the intersection of strategy, operations, and team development. He designed the Frontier Framework out of what actually worked in the real world, not a classroom. He holds leadership and business strategy credentials from Harvard, MIT, and the University of Illinois, and is a certified executive coach through the International Coaching Federation and the John Maxwell Company.
