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How Your Organization Is Developing

How Your Organization Is Developing Test

See where your organization sits in its growth and management style in about 4 minutes. Get fast, clear insights on change readiness and next steps to build a more flexible, team-driven culture.

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Questions: 214 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

12,720 views

747 completions

670 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

Scale Explorer

How the Scales are Structured

example score

4/42

Creative-Innovative Style (CIS)

Measures the extent to which the organization favors innovation, experimentation, and introducing new ideas despite potential risk and instability.

Low innovation focus

Balanced innovation

High innovation drive

0 – 14: Low innovation focus | 15 – 28: Balanced innovation | 29 – 42: High innovation drive

A score of 4 suggests the organization currently shows a low emphasis on experimentation and innovation, with a preference for more established approaches.

example score

35/42

Conservative Style (CS)

Measures the degree to which the organization relies on proven, risk-minimizing management practices to maintain stability and predictability.

Low conservatism

Balanced conservatism

High conservatism

0 – 14: Low conservatism | 15 – 28: Balanced conservatism | 29 – 42: High conservatism

A score of 35 indicates a high conservative style, suggesting strong emphasis on stability and proven methods with potential constraints on innovation if overapplied.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Owners and CEOs

41%OF USERS

They want a quick, honest snapshot of whether the company is stuck in rigid control or ready for more flexible, empowering management.

HR and People Leaders

34%OF USERS

They use it to diagnose leadership style, spot cultural friction, and plan development steps across teams.

Consultants and Coaches

25%OF USERS

They take it to rapidly assess a client organization’s maturity and identify practical next moves for change.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

Scale Results
— Explained Clearly

Your scores across each test scale are translated into plain, usable insights. You won’t just get numbers — you’ll learn how your results impact your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

You’ll receive a structured, clinically-grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation, without exaggerated language.

Statistical
Comparison

See how your results compare to others. Anonymized platform data is used to create a percentile scale, which identifies whether your results are typical.

Practical
Recommendations

You’ll receive clear, actionable guidance tailored to your profile. These easy-to-implement suggestions focus on coping, self-regulation, and realistic next steps.

AI-Powered
Insights

Get insights on behavioral and thought patterns you might not notice on your own. By uncovering subtle connections between your responses, you’ll better understand what may be driving your current results.

Discuss with
an AI Therapist

Clarify, reflect, and explore your results right away. Talk through your experience, ask questions, and explore meanings in a calm, non-diagnostic dialogue.

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Used in 52+ countries

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Creative-Innovative Style (CS)

Average

27.8

Normal range

20.8 — 34.8

min.

max.

Majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Conservative style (Cs)

Average

28.2

Normal range

22.6 — 33.9

min.

max.

Majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

What does this assessment measure?

It screens for the organization’s current management style and stage of development. It contrasts rigid, control-focused patterns with more flexible, team-engaging approaches.

Who should complete the questions?

A respondent with a broad view of day-to-day management practices should complete it. Use one primary respondent for a single score.

How long does it take and how many items are included?

Completion typically takes about 4 minutes. The questionnaire contains 21 items.

How should responses be selected?

Select the option that best reflects typical, current practice rather than intended policy. Answer all items without revising earlier answers.

How should results be used?

Results indicate readiness for change and the degree of support for integrative, flexible management versus rigid structures. Use the profile to identify priority areas for development planning and leadership alignment.

WHAT THE TEST MEASURES

About This Assessment

How Your Organization Is Developing Test - Symptoms and Signs

business arrange

This brief self-report measure is designed to provide a snapshot of perceived organizational development and prevailing management practices. How Your Organization Is Developing is intended to help identify whether an organization is experienced as operating with more traditional, directive approaches versus more participative, flexible approaches. It consists of 21 items and typically takes about 4 minutes to complete.

Responses are commonly used to support structured reflection and discussion among leaders, teams, or consultants regarding readiness for change and areas for improvement in organizational functioning. How Your Organization Is Developing can inform goal-setting and development planning by highlighting perceived strengths and potential constraints in current leadership and organizational processes.

Author: edwin-a-locke, gary-p-latham

Literature: Kotter, J. P. Leading change. Harvard Business School Press. 1996.

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