What is SCORE Analysis?

When it comes to understanding your business and planning for growth, tools like SWOT analysis / SWOC Analysis are often the first to come to mind. But if you want to prioritise people, culture, and contribution, there’s another powerful tool worth exploring: SCORE analysis.

SCORE is a strategic analysis framework that focuses not just on internal strengths and weaknesses but also on relationships and effort. It encourages a more human-centred view of business performance, making it ideal for modern organisations that value collaboration, wellbeing, and purpose-driven work.

In this guide, we’ll explore what SCORE analysis is, how it compares to other strategic tools, and how you can use it to improve team cohesion, workplace culture, and company strategy.

What is SCORE Analysis?

SCORE stands for:

• Strengths
• Challenges
• Opportunities
• Relationships
• Efforts

Each element provides insight into different aspects of how your business operates and how your people feel about the work they do.

Unlike traditional strategic frameworks that are heavily numbers-based, SCORE analysis invites you to evaluate the emotional and relational side of your organisation. It’s particularly useful during:

• Organisational change or restructuring
• Leadership development workshops
• Team-building sessions
• Strategy reviews

The Elements of SCORE Analysis Explained

Strengths

This covers everything your organisation does well. It includes:

• Skills and talents within your team
• Unique selling points (USPs)
• Successful processes, systems, and habits
• Core values that people genuinely live by

Ask: What are we proud of? What do we consistently do well?

Challenges

Instead of calling them weaknesses, SCORE analysis uses the word ‘challenges’ to create a more positive, solution-focused mindset. These might include:

• Communication gaps
• Poor time or task management
• Leadership bottlenecks
• Employee disengagement or burnout

Ask: What’s holding us back? Where do we struggle most?

Opportunities

Here, you focus on external and internal opportunities for growth, improvement, or innovation:

• Market trends or shifts
• New technologies or tools
• Staff development and training
• Emerging partnerships

Ask: Where can we grow? What’s changing in our industry that we can use to our advantage?

Relationships

One of the most unique features of SCORE is its inclusion of workplace relationships. This looks at:

• Team dynamics and trust
• Leadership and communication
• Stakeholder engagement
• Customer or client relations

Ask: How well are we working together? What relationships need more attention?

Efforts

Effort refers to how your people are working. It addresses energy, motivation, and alignment:

• Are people working hard or burning out?
• Is effort being recognised?
• Are we spending energy on the right things?
• Is there a shared sense of purpose?

Ask: Where are we investing time and energy? Are our efforts aligned with our goals?

SCORE vs SWOT: What’s the Difference?

While both SCORE and SWOT help evaluate your current state, SCORE offers a more human-first approach. Here’s a quick comparison:

SCORE may be a better fit for values-driven businesses, purpose-led startups, and organisations undergoing cultural transformation.

When Should You Use SCORE Analysis?

SCORE analysis is ideal for:

• Team retrospectives: Reflect on what’s working and what’s not
• Quarterly planning sessions: Align teams before goal-setting
• Organisational development: Support growth while maintaining a positive culture
• Change management: Understand the people side of transitions

Because it encourages participation and honesty, it’s a great way to build trust and highlight silent wins and issues.

How to Run a SCORE Analysis Session

1. Set the Scene
   • Define the purpose (e.g. strategy session, team health check)
   • Invite relevant team members or stakeholders
2. Introduce the Five Areas
   • Explain each component of SCORE
   • Use simple guiding questions for each
3. Collect Input Collaboratively
   • Use sticky notes, digital whiteboards, or a shared document
   • Group similar ideas together as they emerge
4. Discuss and Prioritise
   • Look for patterns or recurring themes
   • Identify 1–2 priorities in each area
5. Create an Action Plan
   • Turn insights into SMART goals
   • Assign responsibilities and deadlines
6. Follow Up
   • Revisit the SCORE regularly
   • Use it as a benchmark for progress

SCORE Analysis in Action: Example Questions

Here are some helpful questions to ask in each category:

• Strengths: What makes us great at what we do? Where do we consistently succeed?
• Challenges: What’s making work harder than it needs to be? Where do we fall short?
• Opportunities: What trends could we take advantage of? How could we innovate?
• Relationships: How connected do we feel as a team? Do we communicate openly?
• Efforts: Are we working with purpose? Where is our energy going, and is it effective?

Why SCORE Puts People First

In today’s workplaces, success depends not just on strategy but on how people feel, relate, and contribute. That’s where SCORE analysis shines. It offers a structured yet empathetic way to reflect, realign, and grow together.

By taking into account relationships and effort alongside strengths and opportunities, SCORE provides a more holistic and human lens for organisational development. Whether you’re navigating change, building a better culture, or planning your next big move, SCORE helps you keep people at the heart of your process.