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There are currently eight assessment
instruments
Corporate Values Assessment
The Corporate Values Assessment is used whenever there is a
need to measure the consciousness and map the values of different
staff levels, departments, locations, regions or determine demographic
differences. The Corporate Culture Assessment can be used in
small, medium and large organisation. The results are plotted
against the framework of the Seven Levels of Personal and Organisational
Consciousness. This assessment can also be used for mergers
ands acquisitions (make it a link to description below) Team
Values Assessment.
The Team Values
Assessment is used to measure the consciousness and map the
values of teams. The degree of alignment between current and
desired values, and between current and espoused values can
be measured. The results are plotted against the framework of
the Seven Levels of Personal and Organisational Consciousness.
Individual plots of results are also provided.
Leadership Values Assessment
The Leadership Values Assessment is a 360-degree feedback instrument
that compares the individual's perception of his or her operating
values and behaviour against the perception of his or her superior,
peers and subordinates. The results are plotted using the framework
of the Seven Levels of Leadership Consciousness. This assessment
is followed up by a feedback session and the development of
a personal action plan.
Individual Values Assessment
The Individual Assessment instrument is frequently used by coaches
to measure the degree of alignment between an individual's Personal
and Desired Culture Values, and the individual's perception
of the Current Culture Values. The results are plotted against
the framework of the Seven Levels of Personal and Organisational
Consciousness.
Merger and Acquisition Compatibility
Assessment
The Corporate Values Assessment can be used to prepare a Cultural
Due Diligence report. Culture Assessments are carried out for
each company involved in a merger or acquisition using a common
template of values. The Personal Values, Current Culture and
Desired Culture values of the two organisation are compared
to determine the similarities and differences between the two
cultures. A compatibility assessment report is produced to highlight
the key issues that should be addressed in implementing the
cultural aspect of the merger.
Employee Entry Assessment
This instrument allows organisation to evaluate potential employees
with regard to their suitability for a particular position and
their compatibility with the organisation's current culture,
or the culture it is trying to develop. Rather than just recruiting
for skills and capability it enables recruitment of cultural
fit as well. This is fundamental for senior and executive recruitment.
Employee Exit Assessment
This instrument can be used to measure exiting employees' perceptions
of the organisational culture. This is useful for monitoring
the reasons for departure, especially when there is a high turnover
of employees.
Client 360 degree Assessment of Corporate
Values
This instrument can be used to identify client, customer or
other interested parties (Board of Trustees) perceptions of
an organisation's culture.
The Corporate Transformation ToolsŪ were created in 1997 by
Richard Barrett, formerly Values-Coordinator at the World Bank.
A full description of the Tools and Richard's approach to Cultural
Transformation can be found in Richard's best-selling book,
Liberating the Corporate Soul: Building a Visionary Organisation,
published by Butterworth-Heinemann, in 1998. CorpTools is a
business unit of Richard Barrett & Associates.
The Survey Process
Personal, Current Culture and Desired
Culture Values
The Survey Instruments consist of three templates of values
& behaviours:-
Personal: Values & Behaviours:
from which individuals choose ones that most represent who they
are now and not what they aspire to be.
Current Culture: the values
and behaviours that best describe how their organisation operates.
Desired Culture: the values
and behaviours they believe are most essential for a high performance
organisation. Each value & behaviour on the Personal Template
is associated with one of the Seven Levels of Personal Consciousness
and each value on the Organisational Template is associated
with one of the Seven Levels of Organisational Consciousness.
The survey instrument is usually administered through the
world-wide web. Paper surveys can be used for those who do not
have access to computers. The survey takes approximately 15-20
minutes to complete.
Customisation: The templates
of values and behaviours are customised for each organisation
and its operating environment. The customisation consists of
adding values that are a) included in the organisation's vision,
mission and values statements; b) values that relate to their
sector of activity and predominant professional disciplines
(retail, manufacturing, media, education, banking, etc.); and
c) values particular to the national culture and language.
Analysis The results of the
Values Assessments can be dis-aggregated horizontally by group,
such as the leadership team, middle managers and staff; vertically
by department, such as Operations, Sales, and Administration;
by factory or store location; and by demographic factors such
as gender, length of service, age and ethnicity. These breakdowns
provide significant insights into the workings of culture. They
help change agents identify the leverage points, issues and
areas needing the greatest attention.
- The Team and Corporate Culture Assessments provide the following
results:
- A map of the current culture plotted against the seven
levels of consciousness.
- A map of the desired culture plotted against the seven
levels of consciousness.
- A map of the personal values plotted against the seven
levels of consciousness
- The degree of alignment between Personal, Current Culture
and Desired Culture values.
- The degree of alignment between both the Current and Desired
Culture values and the espoused values of the team or organisation.
- The top ten Personal, Current and Desired Culture values.
- The number of positive and the potentially limiting values
in Personal, Current and Desired culture.
- The balance between Individual, Relationship, Organisational
and Societal values.
- The distribution of values relative to the Seven Levels
of Personal and Organisational Consciousness
- The focus of the culture relative to the six-part Balanced
Needs Scorecard.
- The number of demographics that can be captured is limitless
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