Is your company ready to increase organizational agility through self-organization? by Aequacy Staff | Sep 24, 2025 | 0 comments The test consists of 20 questions where you respond by selecting a preference (more or less strongly) between two opposing statements. Adjust the slider on the scale to move closer to the statement that best reflects your organization. On average, people take 5 minutes to complete the test. Click “Next” to begin the test. 1. What size are the teams in your company? Teams are usually small in size (8 people or less) The teams are on average large in size (more than 15 people) 2. Goals Individual and team goals are built on input from the individuals/teams themselves The objectives are defined by management/line manager and shared with the individual/team 3. Authority Authority is distributed among employees and managers (flat structure) Authority is predominantly centralized (hierarchical structure) 4. Guide Teams are self-organizing, the manager essentially acts as a coach Teams expect guidance and direction from their manager 5. Control processes We have few processes and control mechanisms. We have many processes and control mechanisms. 6. Autonomy People are essentially tracked at the goal/outcome level People are monitored at the activity level, as well as at the goal and outcome level 7. Openness to feedback Feedback is received/given regularly from/at all levels Feedback is primarily a tool used by managerial figures 8. Information management Access to all (non-sensitive) information is free for everyone Access to information is based on business needs and hierarchical position 9. Decision management Decisions are decentralized, there is a lot of decision-making autonomy for people and teams Decisions are made mainly by managers 10. Level of accountability People take full responsibility for their results and actions Full responsibility for the results lies with managers 11. Flexibility Employees have and will have in the future a strong flexibility in choosing the hours and places from which to work We think it is important that work is carried out mainly in the office and at set times. 12. Involvement in the strategy Employees, with their input, are an active part of building the strategy The company strategy is developed at the top and communicated to the rest of the company 13. Error culture In the company there is a strong openness to experimenting with new ideas, mistakes are normally experienced as a learning moment The company requires employees to limit experimentation with new ideas if success is not guaranteed; there is little margin for error 14. Shared purpose The company, with the involvement of its employees, has formulated a high-level purpose that goes beyond making profits, and which speaks to the broader impact it wants to generate. At the moment there is no higher level purpose shared and experienced by employees, the focus is mainly on business results and customer satisfaction 15. Role dynamism Employees are given the ability to change/add responsibilities or tasks, based on how their team's needs evolve. Employee job descriptions and areas of responsibility tend not to be changed until there is a promotion or role change 16. Senior managers' attitude towards agility Business leaders demonstrate their sponsorship of new, even 'disruptive', ways of working Business leaders are not interested in adopting more agile and potentially 'disruptive' working methodologies 17. Middle managers' attitude towards agility Middle managers show interest in new, even 'disruptive', ways of working Middle managers are not interested in adopting more agile and potentially 'disruptive' working methodologies 18. Employee attitude towards agility Employees show interest in new, even 'disruptive', ways of working Employees are not interested in adopting more agile and potentially 'disruptive' working methods 19. Propensity towards a new organizational design Employees and managers are open to testing new organizational models Employees and managers are reluctant to abandon the current model 20. Personal mindset I would love to experiment with distributed authority, I have full confidence that people and teams can self-organize I think hierarchy is important and I don't think strong self-organization of people and teams can work Thank you for completing the test. Your results will be emailed to you. It will help you understand how to accelerate your transition to self-organization. In the email, you'll also find a special gift, which we're sure you'll appreciate. By continuing, you consent to the processing of your personal data and to receive news and useful resources on self-organization. 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