Measuring organizational agility
Assessing responsiveness in uncertainty
To better understand agility and its organizational impact, we decided to measure it.
From our research, we developed the Agility Index, a proprietary framework that quantifies how well an organization can adapt, align, and act in moments of change.
This index measures the following:
Operational agility
↗ Time to resolve problems
↗ Time to act on feedback
↗ Time to shift resources
Talent acquisition and retention strategy
↗ Training and development
↗ Ability to scale
↗ Ability to find relevant skills
Culture of innovation and integrated solutions
↗ Siloing
↗ Frequency of updating technology
↗ Frequency of updating procedures
The Agility Index score
-30–0
LOW AGILITY
Struggles with change. Organization has not made agility a core capability—rigid structures, slow response, low adaptability, and often reactive.
.5–10.5
AVERAGE AGILITY
Some adaptability, but inconsistent. Organization can respond to change but often relies on informal or siloed efforts.
11–20.5
HIGH AGILITY
Established agility practices across teams and systems. Organization learns quickly, adapts well, and shows forward momentum.
21–30
VERY HIGH AGILITY
Strong agility embedded throughout the organization. It thrives on change, continuously evolves, and often leads its sector.
The Agility Index score measures an organization’s ability to respond to market uncertainty—the higher the score, the more likely an organization is to absorb change while maintaining performance and delivering consistent outcomes.
The 12 questions of the Agility Index give insight into specific organizational strengths and weaknesses: where movement flows, where it’s blocked, and what’s slowing it down.
Together, these insights turn an abstract concept like agility into something measurable, diagnosable, trackable, and fixable.
