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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
12720 views
747 completions
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Scale Explorer
How the Scales are Structured
example score
4/42
Creative-Innovative Style (CS)
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
What You’ll See After You Finish the Test
Scale Results
— Explained Clearly
Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.
AI-Powered
Interpretation
A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.
Statistical
Comparison
See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.
Practical
Recommendations
Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.
AI-Detected
Insights
Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.
Discuss with
an AI Psychologist
Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.
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Used in 52+ countries
Benchmarking
See How You Compare
Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.
Creative-Innovative Style (CS)
Average
27.8
Normal range
20.8 — 34.8
min.
0
max.
42
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
Conservative style (Cs)
Average
28.2
Normal range
22.6 — 33.9
min.
0
max.
42
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
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Trusted by 22k+ Users Worldwide
CLEAR ANSWERS TO COMMON QUESTIONS
Frequently Asked Questions

Any questions left?

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 is your business developing? Test

How Your Organization Is Developing Test

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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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