• Like

Building a values driven nation canada presentation

  • 632 views
Uploaded on

 

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
No Downloads

Views

Total Views
632
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
80
Comments
1
Likes
1

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. BUILDING A VALUES-DRIVEN NATION February 2013
  • 2. Preamble WHY, IN SOME OF THE WORLD’S OLDEST DEMOCRACIES, in an era in which democracy as a form of government has triumphed, is public confidence in political leaders and the institutions of democratic governance at or near an all time low? People are becoming more skeptical about politicians, less attached to political parties, and less trusting of government institutions. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 2
  • 3. THE OPPORTUNITIES FOR POLITICAL INVOLVEMENT in traditionalforms of representative democracy is scandalously low. Casting a fewvotes during a multiyear electoral cycle leaves insufficient room forcitizen input.The lack of trust in politicians, and government institutions, combinedwith the lack of control people have over their lives is causingunparalleled levels of apathy among the voting public . These are some of the conclusions of Pharr and Putnam in their book, Disaffected Democracies. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 3
  • 4. The Issue – A Values Shift MODERN POLITICAL DEMOCRACIES are built on power and authority. This is what attracts politicians. Consequently we see a never ending trail of lies, corruption and greed among the governing elites as they struggle to out do each other and come out on top. Politicians are focused at the survival and self-esteem levels of consciousness. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 4
  • 5. The Issue – A Values Shift MEANWHILE CITIZENS HAVE MOVED ON. They are seeking involvement and participation. They want their voices to be heard. They no longer want to be controlled by political elites and political parties. They want more say in making the decisions that affect their daily lives. They are focused at the relationship and transformation levels of consciousness. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 5
  • 6. THE BIG QUESTION HOW DO WE BUILD A BETTER WORLD?WHAT DO WE NEED TO FOCUS ON ? www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 6
  • 7. Measuring What Matters THROUGHOUT HUMAN HISTORY, individuals and societies have always focused their energies consciously or subconsciously on a central key idea that could, if sufficient energy and effort were devoted to it, help them move towards a more idealized future—a future that would in some way make their individual and collective life experience better and alleviate their fears. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 7
  • 8. Evolution of the Concept of Development Development as the Evolution of Human Values2012 Evolution of Human Consciousness Development as the Evolution of Human Well-Being Development as Economic Growth Development as Democracy Development as Power Development as Safety Development as Survival Physical Evolution www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 8
  • 9. Development as Economic Growth (USA) www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 9
  • 10. Development as Economic Growth Current Culture Current Culture ICELAND USA 2008 2010 Cultural Cultural Entropy Entropy 53% 58% PV-CC = 0 Materialistic PV-CC = 0 Bureaucracy CC-DC = 0 Short-term focus CC-DC = 0 Corruption Educational opportunities Blame Uuncertainty about the future Uncertainty about the future Corruption Wasted resources Elitism Materialistic Material needs Crime violence Wasted resources Unemployment Gender discrimination Conflict/aggression Blame Military strength www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 10
  • 11. CULTURAL ENTROPY IS A MEASURE of the level of anxiety/fear/unhappiness/frustration that people feel about being able to meet theirneeds in the environment/context in which they live.The concept of Cultural Entropy was developed by the Barrett ValuesCentre as a way of measuring the level of cultural dysfunction thatpeople perceive in a group (organisation, community, nation) to whichthey belong or participate in. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 11
  • 12. Development as Human Well-Being Current Culture Canada 2012 Cultural Entropy 32% PV-CC = 0 Bureaucracy (L) CC-DC = 1 Human rights Freedom of speech Wasted resources (L) Unemployment (L) Crime and violence (L) Law enforcement Corruption (L) Uncertainty about the future (L) Quality of life www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 12
  • 13. Development as Caring about Your People Current Culture UAE 2012 Cultural Entropy 12% PV-CC = 3 Concern for future generations CC-DC = 7 Community pride Respect Loyalty Creativity Educational opportunities Family Global thinking Affordable housing Financial stability www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 13
  • 14. Development as Evolution of Human Consciousness Current Culture Bhutan 2008 Cultural Entropy 4% PV-CC = 1 Continuous improvement CC-DC = 6 Environmental protection Strict moral/religious codes Political rights Education Nature conservancy Shared vision Information availability Shared values Contentment www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 14
  • 15. National Cultural Entropy Percentages (Europe) 80% 73% 70% 59% 57% 60% 54% 53% 48% 50% 42% 40% 30% 26% 21% 20% 10% 0% Data from surveys undertaken from 2007 to 2012 www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 15
  • 16. National Cultural Entropy Percentages (World) 80% 72% 70% 60% CANADA 60% 56% 54% 51% 50% 42% 42% 41% 40% 32% 30% 20% 12% 10% 4% 0% Data from surveys undertaken from 2007 to 2012 www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 16
  • 17. Cultural Entropy (BVC) and Democracy Index (EIU 2011) 10 80% 9 73% 70% 8 59% 60% 7 56% 57% 54% 54% 51% 50% 6 48% 42% 42% 41% 5 40% 4 32% 30% 3 21% 21% 20% 2 12% 10% 1 4% 0 0% Democracy Index Cultural Entropy One might expect nations with a high democracy index to have low cultural entropy, but they do not. Some of the lowest levels of cultural entropy have been measured in nations classified by the EIU as authoritarian regimes. Conclusion: There is no relationship between level of democracy and cultural entropy. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 17
  • 18. Cultural Entropy and HDI (UN 2011) 0.94 70% 0.92 59% 59% 60% 0.9 56% 57% 54% 53% 0.88 50% 48% 0.86 42% 42% 41% 40% 0.84 32% 30% 0.82 26% 0.8 21% 20% 0.78 12% 10% 0.76 4% 0.74 0% Human Development Index Cultural Entropy One might expect nations with a high HDI to have low cultural entropy, but they do not. Some of the highest levels of cultural entropy have been measured in nations classified by the UN with high levels of HDI. Conclusion: There is no relationship between Human Development Index (HDI) and cultural entropy. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 18
  • 19. WHAT CULTURAL ENTROPY ISN’T CONNECTED TO:CULTURAL ENTROPY is not related to the level of democracy(EIU Democracy Index).CULTURAL ENTROPY is not related to the level of development(UN Human Development Index).CULTURAL ENTROPY is not related to size of country.You can live in a full liberal democracy with an advanced level of developmentin a small or large country and still experience high levels of cultural entropy. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 19
  • 20. WHAT CULTURAL ENTROPY REPRESENTS:CULTURAL ENTROPY is a direct reflection of the character and qualityof leadership of an organisation, community or nation, and the amountof care and attention leaders give to meeting the needs of the people intheir organisation, community or nation as opposed to meeting theirown needs.Low entropy signifies that people’s needs are being met. High entropysignifies that people’s needs are not being met. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 20
  • 21. Cultural Entropy in Organisations 85% 75% Employee Engagement 65% 55% 45% 35% 25% 0% 5% 10% 15% 20% 25% 30% Cultural Entropy As cultural entropy decreases the level of employee engagement increases. Low entropy indicates that people are able to get, have or experience what they value. This leads to high performance and profitability. When entropy is high people feel anxious/fearful/unhappy/frustrated with their organisational environment/culture. This creates low performance. (Based on research carried out by BVC and Hewitt) www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 21
  • 22. People’s Trust in Government Leaders 80% 80% 73% 70% 70% 66% 66% 60% 60% 60% 53% 50% 50% 46% 43% 40% 40% 40% 30% 30% 20% 20% 17% 10% 10% 0% 0% Italy UK France Australia US Canada Brasil Sweden UAE Cultural Entropy No Trust % There appears to be a relationship between the trust that people have in their Government and the level of cultural entropy. Based on data from the Edelman Global Trust Barometer www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 22
  • 23. WHAT IS CULTURAL ENTROPY?CULTURAL ENTROPY is a measure of the level of anxiety/fear/unhappiness/frustration that people feel about being able tomeet their basic needs and satisfy their growth needs(get, have or experience what they value)in theenvironment/context in which they live.You feel anxious and fearful if your basic needs are not being met, but oncethey are met, you turn your focus to satisfying your growth needs. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 23
  • 24. Basic Needs and Growth Needs Satisfying your need to leave a legacy—to have led a life of significance that will be remembered. Satisfying your need to actualize your purpose by Evolution of Personal Consciousness Growth influencing or impacting the world around you. Needs Satisfying your need for authenticity and finding meaning and purpose in your life. Satisfying your need for autonomy, freedom, independence and adventure. Satisfying your emotional need to be recognized for your skills, talents or qualities. Basic Satisfying your emotional need for Needs belonging, protection and connection. Satisfying your physiological needs for security; staying alive and keeping your body healthy. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 24
  • 25. THERE ARE THREE FACTORS that determine what you value at any givenmoment in time:a) The level of psychological development you have reached;b) The context in which you are living; andc) The situation you are experiencing.Your level of psychological development determines what you get happy about (what you value), andthe context you live in and the level of fear/trust you have about being able to get, have or experiencewhat you value, conditions your level of happiness, contentment or joy. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 25
  • 26. Stages of Psychological Development Serving: Fulfilling your destiny by using your Self- gifts to give back to the world. transforming Mind Integrating: Aligning with others who share your Evolution of Personal Consciousness purpose or vision to create a better world. Self-actualizing: Aligning fully with who you are so Self-authoring you can become all you can become. Mind Individuating: Letting go of the aspects of your conditioning that stop you from finding freedom. Differentiating: Finding ways to separate yourself from your peers by excelling at what you do best. Socialized Conforming: Keeping safe and nurtured by staying Mind loyal to your family, kin and culture. Surviving: Meeting your physiological needs by staying alive and keeping healthy. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 26
  • 27. What We Value at Different Stages of Development Stage of Development Cause of Happiness/Joy What We Value 7 Service Leading a life of selfless service for Opportunities to leave a legacy by serving the the good of the community, nation needs of humanity and building a better world or the planet. for future generations. 6 Making a difference Actualizing our sense of purpose by Opportunities to leverage our impact in the collaborating with others to make a world by forming alliances with others who difference in the world. share the same values, and a similar purpose. 5 Internal cohesion Finding a sense of meaning and a Opportunities to lead a values- and purpose- purpose in life that is larger than driven life that is meaningful to us and meeting our own needs. valuable for others. 4 Transformation Experiencing a sense of freedom, Opportunities to use our gifts and talents by autonomy and responsibility for our being made accountable for challenging lives and the environment in which projects or processes of significance to we live. ourselves or others. 3 Self-esteem Feeling acknowledged and Opportunities learn, grow and develop our recognized by those who we respect skills and talents with support, feedback and and our peers. coaching from people we trust. 2 Relationship Feeling accepted, cherished and A caring environment, free from conflict and nurtured by our family, friends or discrimination, where people are loyal to the colleagues. group, and respect and care about each other. 1 Survival Feeling safe and secure, and being A safe environment and pay and benefits that able to meet our physiological needs are sufficient to take care of our needs and at home and in the workplace. the needs of our families. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 27
  • 28. What We Value at Different Stages of Development Stage of Development Cause of Happiness/Joy What We Value 7 Service Leading a life of selfless service for Opportunities to leave a legacy by serving the the good of the community, nation needs of humanity and building a better world or the planet. for future generations. 6 Making a difference Actualizing our sense of purpose by Opportunities to leverage our impact in the collaborating with others to make a world by forming alliances with others who difference in the world. share the same values, and a similar purpose. 5 Internal cohesion Finding a sense of meaning and a Opportunities to lead a values- and purpose- purpose in life that is larger than driven life that is meaningful to us and meeting our own needs. valuable for others. 4 Transformation Experiencing a sense of freedom, Opportunities to use our gifts and talents by SURVIVAL: A safe autonomy and responsibility for our being made accountable for challenging environment and lives and the environment in which projects or processes of significance to we live. ourselves or others. income and benefits 3 Self-esteem Feeling acknowledged and Opportunities learn, grow and develop our that are sufficient to recognized by those who we respect skills and talents with support, feedback and and ourcare of our needs take peers. coaching from people we trust. 2 Relationship Feelingthe needs of our and accepted, cherished and A caring environment, free from conflict and nurtured by our family, friends or discrimination, where people are loyal to the families. colleagues. group, and respect and care about each other. 1 Survival Feeling safe and secure, and being A safe environment and pay and benefits that able to meet our physiological needs are sufficient to take care of our needs and at home and in the workplace. the needs of our families. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 28
  • 29. What We Value at Different Stages of Development Stage of Development Cause of Happiness/Joy What We Value 7 Service Leading a life of selfless service for Opportunities to leave a legacy by serving the the good of the community, nation needs of humanity and building a better world or the planet. for future generations. 6 Making a difference Actualizing our sense of purpose by Opportunities to leverage our impact in the collaborating with others to make a world by forming alliances with others who difference in the world. share the same values, and a similar purpose. 5 Internal cohesion RELATIONSHIP: Finding a sense of meaning and a Opportunities to lead a values- and purpose- purpose in life that is larger than driven life that is meaningful to us and A caring environment, meeting our own needs. valuable for others. 4 Transformation Experiencing a conflict and free from sense of freedom, Opportunities to use our gifts and talents by autonomy and responsibility for our being made accountable for challenging discrimination, where lives and the environment in which projects or processes of significance to people are loyal to the we live. ourselves or others. 3 Self-esteem Feeling acknowledged and and Opportunities learn, grow and develop our group, and respect recognized by those who we respect skills and talents with support, feedback and and ourabout each other. care peers. coaching from people we trust. 2 Relationship Feeling accepted, cherished and A caring environment, free from conflict and nurtured by our family, friends or discrimination, where people are loyal to the colleagues. group, and respect and care about each other. 1 Survival Feeling safe and secure, and being A safe environment and pay and benefits that able to meet our physiological needs are sufficient to take care of our needs and at home and in the workplace. the needs of our families. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 29
  • 30. What We Value at Different Stages of Development Stage of Development Cause of Happiness/Joy What We Value 7 Service Leading a life of selfless service for Opportunities to leave a legacy by serving the the good of the community, nation needs of humanity and building a better world or the planet. for future generations. 6 Making a difference SELF-ESTEEM: Actualizing our sense of purpose by Opportunities to leverage our impact in the Opportunities learn, collaborating with others to make a world by forming alliances with others who difference in the world. share the same values, and a similar purpose. grow and develop our 5 Internal cohesion Finding a sense of meaning and a Opportunities to lead a values- and purpose- purpose and talents with skills in life that is larger than driven life that is meaningful to us and meeting our own needs. valuable for others. support, feedback and 4 Transformation Experiencing a sense of freedom, Opportunities to use our gifts and talents by autonomy andfrom people our coaching responsibility for being made accountable for challenging lives and the environment in which projects or processes of significance to we trust. we live. ourselves or others. 3 Self-esteem Feeling acknowledged and Opportunities learn, grow and develop our recognized by those who we respect skills and talents with support, feedback and and our peers. coaching from people we trust. 2 Relationship Feeling accepted, cherished and A caring environment, free from conflict and nurtured by our family, friends or discrimination, where people are loyal to the colleagues. group, and respect and care about each other. 1 Survival Feeling safe and secure, and being A safe environment and pay and benefits that able to meet our physiological needs are sufficient to take care of our needs and at home and in the workplace. the needs of our families. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 30
  • 31. What We Value at Different Stages of Development Stage of Development Cause of Happiness/Joy What We Value 7 Service Leading a life of selfless service for Opportunities to leave a legacy by serving the the good of the community, nation needs of humanity and building a better world or the planet. for future generations. 6 Making a difference Actualizing our sense of purpose by Opportunities to leverage our impact in the collaborating with others to make a world by forming alliances with others who difference in the world. share the same values, and a similar purpose. 5 Internal cohesion Finding a sense of meaning and a Opportunities to lead a values- and purpose- purpose in life that is larger than driven life that is meaningful to us and meeting our own needs. valuable for others. 4 Transformation Experiencing a sense of freedom, Opportunities to use our gifts and talents by autonomy and responsibility for our being made accountable for challenging lives and the environment in which projects or processes of significance to we live. ourselves or others. 3 Self-esteem Feeling acknowledged and Opportunities learn, grow and develop our TRANSFORMATION: recognized by those who we respect skills and talents with support, feedback and Opportunities to use our and our peers. coaching from people we trust. 2 Relationship gifts and talents by Feeling accepted, cherished and A caring environment, free from conflict and being made accountable nurtured by our family, friends or discrimination, where people are loyal to the for challenging projects colleagues. group, and respect and care about each other. 1 Survival or processes of Feeling safe and secure, and being A safe environment and pay and benefits that significance to ourselves able to meet our physiological needs are sufficient to take care of our needs and at home and in the workplace. or others. the needs of our families. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 31
  • 32. What We Value at Different Stages of Development Stage of Development Cause of Happiness/Joy What We Value 7 Service Leading a life of selfless service for Opportunities to leave a legacy by serving the the good of the community, nation needs of humanity and building a better world or the planet. for future generations. 6 Making a difference Actualizing our sense of purpose by Opportunities to leverage our impact in the collaborating with others to make a world by forming alliances with others who difference in the world. share the same values, and a similar purpose. 5 Internal cohesion Finding a sense of meaning and a Opportunities to lead a values- and purpose- purpose in life that is larger than driven life that is meaningful to us and meeting our own needs. valuable for others. 4 Transformation Experiencing a sense of freedom, Opportunities to use our gifts and talents by INTERNAL COHESION: autonomy and responsibility for our being made accountable for challenging lives and the environment in which projects or processes of significance to Opportunities to lead a we live. ourselves or others. 3 Self-esteem values- and purpose- Feeling acknowledged and Opportunities learn, grow and develop our recognizedlifethose who we respect driven by that creates skills and talents with support, feedback and and our peers.ourselves and value for coaching from people we trust. 2 Relationship others and supports the Feeling accepted, cherished and A caring environment, free from conflict and common good. nurtured by our family, friends or discrimination, where people are loyal to the colleagues. group, and respect and care about each other. 1 Survival Feeling safe and secure, and being A safe environment and pay and benefits that able to meet our physiological needs are sufficient to take care of our needs and at home and in the workplace. the needs of our families. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 32
  • 33. What We Value at Different Stages of Development Stage of Development Cause of Happiness/Joy What We Value 7 Service Leading a life of selfless service for Opportunities to leave a legacy by serving the the good of the community, nation needs of humanity and building a better world or the planet. for future generations. 6 Making a difference Actualizing our sense of purpose by Opportunities to leverage our impact in the collaborating with others to make a world by forming alliances with others who difference in the world. share the same values, and a similar purpose. 5 Internal cohesion Finding a sense of meaning and a MAKING A DIFFERENCE: Opportunities to lead a values- and purpose- purpose in life that is larger than driven life that is meaningful to us and Opportunities to meeting our own needs. valuable for others. 4 Transformation leverage our impact in Experiencing a sense of freedom, Opportunities to use our gifts and talents by the world by forming autonomy and responsibility for our being made accountable for challenging lives and the environment in which projects or processes of significance to alliances with others we live. ourselves or others. 3 Self-esteem who share the same Feeling acknowledged and Opportunities learn, grow and develop our recognized and a similarrespect values, by those who we skills and talents with support, feedback and purpose. and our peers. coaching from people we trust. 2 Relationship Feeling accepted, cherished and A caring environment, free from conflict and nurtured by our family, friends or discrimination, where people are loyal to the colleagues. group, and respect and care about each other. 1 Survival Feeling safe and secure, and being A safe environment and pay and benefits that able to meet our physiological needs are sufficient to take care of our needs and at home and in the workplace. the needs of our families. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 33
  • 34. What We Value at Different Stages of Development Stage of Development Cause of Happiness/Joy What We Value 7 Service Leading a life of selfless service for Opportunities to leave a legacy by serving the the good of the community, nation needs of humanity and building a better world or the planet. for future generations. 6 Making a difference Actualizing our sense of purpose by Opportunities to leverage our impact in the SERVICE: collaborating with others to make a world by forming alliances with others who difference in the world. leave a Opportunities to share the same values, and a similar purpose. 5 Internal cohesion Finding a sense of meaning and a Opportunities to lead a values- and purpose- legacy by serving the purpose in life that is larger than driven life that is meaningful to us and meeting our own needs. and needs of humanity valuable for others. 4 Transformation Experiencing a sense of freedom, building a better world Opportunities to use our gifts and talents by autonomy and responsibility for our for future generations. being made accountable for challenging lives and the environment in which projects or processes of significance to we live. ourselves or others. 3 Self-esteem Feeling acknowledged and Opportunities learn, grow and develop our recognized by those who we respect skills and talents with support, feedback and and our peers. coaching from people we trust. 2 Relationship Feeling accepted, cherished and A caring environment, free from conflict and nurtured by our family, friends or discrimination, where people are loyal to the colleagues. group, and respect and care about each other. 1 Survival Feeling safe and secure, and being A safe environment and pay and benefits that able to meet our physiological needs are sufficient to take care of our needs and at home and in the workplace. the needs of our families. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 34
  • 35. EACH STAGE of psychological development is associated with specific andvalues and needs. As we grow and develop, our values change in accordancewith our changing needs. Friendship Honesty50% 50%45% 45%40% 40%35% 35%30% 30%25% 25%20% 20%15% 15%10% 10% 5% 5% 0% 0% 16-19 20-24 25-34 35-44 45-54 55-64 65-74 16-19 20-24 25-34 35-44 45-54 55-64 65-74 75+The proportion of people in the UK in different age groups who hold the values of friendship andhonesty. Friendship becomes less important in our lives as we get older and honesty becomes moreimportant. Based on results of the UK National Values Survey (2012). www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 35
  • 36. The Context You Live In THE SECOND FACTOR determines what we value is the context we live in. Let us compare two people. One of the born into a wealthy educated family in a rich liberal democracy, and one of them born into a poor, remote farming community in an country ruled by iron-fisted Generals. The person in the rich liberal democracy would take the values of health and safety (survival level), and freedom and equality (transformation level) for granted. They would be more focused on higher order values such fairness, openness, transparency and trust (internal cohesion level). Meanwhile the individual living in the poor authoritarian regime would have a daily focus on survival, safety, health. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 36
  • 37. The Situation You are Experiencing THE THIRD FACTOR determines what we value is the situation we are currently experiencing. No matter what stage you have reached in your psychological development, if you are poor and don’t have enough money to nourish yourself or your family and provide a home for them, you will value employment opportunities (a steady income or job). If you have satisfied your survival needs but live in a high-crime neighbourhood, you will value safety. If you are young and have just moved to a new neighbourhood, you will value friendship. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 37
  • 38. What We Value WHAT WE VALUE is first of all what is missing in our lives to satisfy our basic needs, and secondly, what we need in our lives to fulfill our growth needs. What we value depends on the stage we have reached in our psychological development; whether we are happy not depends on our ability to get, have or experience what we value in the context in which we live and our current life conditions. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 38
  • 39. Values-driven Organisation, Community, NationTHIS IS WHY THE LEADERS of values-driven organisations, communities andnations focus on what people want to meet their basic needs and findpersonal fulfillment.By meeting the needs of their people values-driven, organisations, communities and nations engender high levels ofengagement and commitment. This is why values-drivenorganisations, communities and nations are amongst the most successfulin the world. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 39
  • 40. The Top 40 Best Companies to Work For (USA) BCWF Average Annualized Return 16.39% S&P 500 Average Annualized Return 4.12%The Best Companies to Work For engender high levels of employee engagement andcommitment, because the leaders of these organisations focus on meeting employee’s basic needs andsatisfying their growth needs: they focus on helping their employees feel happy and fulfilled.
  • 41. Values-driven Organisation, Community, NationYOU DON’T NECESSARILY need to operate as a democracy to engenderthe goodwill and support of your people, but you do need to operate withdemocratic values, because democratic values represent the values ofindividuation and self-actualization—the stages of psychologicaldevelopment that are now most prevalent in the world. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 41
  • 42. THE NEXT BIG QUESTION WHAT ARE “DEMOCRATIC ” VALUES?WHAT VALUES DO WE NEED TO FOCUS ON ? www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 42
  • 43. First, What Are Values? VALUES ARE A SHORTHAND METHOD of describing what is important to us individually and collectively at any given moment in time. The collective values that people hold in a nation not only represent the average level of psychological development they have reached, they also represent the state of evolution of human consciousness in that nation. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 43
  • 44. The Universal Stages of EvolutionFrom the Big Bang … to the Present Day Stage 3: And as life conditions become even more complex, group structures then cooperate with each other to form a higher order entity. Stage 2: Evolution As life conditions become more complex, entities bond with each other to create viable independent group structures. Stage 1: Entities learn how to become viable and independent in their frameworks of existence. Energy Atoms Molecules Cells Organisms Creatures Homo sapiens www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 44
  • 45. The Universal Stages of Evolution Stage 3: Cooperating to form a higher order entity Stage 2: Evolution Bonding to form a cohesive group structure Stage 1: Becoming a viable independent entity www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 45
  • 46. Democratic Values: Moving from Freedom to Trust Trust Transparency Openness Stage 2:Evolution Fairness Bonding to form a cohesive group structure Accountability Equality Freedom www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 46
  • 47. Democracy Values in UK, US and Sweden 10 9.17 9 8.5 8.07 8 7.18 7.28 7.18 7.02 6.86 7 6.68 6.38 6.04 5.86 6 5.63 5.29 4.85 5.00 4.96 5 4.43 3.95 4.07 3.82 4 3 2 1 0 Freedom Equality Accountability Fairness Openness Transparency Trust US UK Sweden www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 47
  • 48. Democratic Values vs. Cultural Entropy Cultural Democratic Entropy Values Sweden 43% 7.17 UK 59% 6.01 US 56% 5.10 The democratic values score is the average score based on the previous slide. This data suggests that there might be a link between living democratic values and cultural entropy. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 48
  • 49. HOW DO YOU BUILD A VALUES-DRIVEN NATION? www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 49
  • 50. Start by Measuring the Collective ValuesPersonal Values:Pick ten values that most represent who you are.The Values People See in the Nation:Pick ten values that most represent how your nationoperates (current culture).The Values People Would Like to See in the Nation:Pick ten values that you would most liketo see in your nation (desired culture) www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 50
  • 51. Decide on the Values of the NationStep 1: Hold Nation-wide Dialogues to Discuss the Results of theValues Assessment. Focus the discussions on:  What people want more of (Value Jumps); and  What people want less of (Potentially Limiting Values). Find ways to give people more of what they want and less of what they don’t want. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 51
  • 52. What People in Canada Want More Of: Value Current Desired Culture Culture Jump Votes Votes accountability 112 511 399 affordable housing 134 450 316 caring for the elderly 186 461 275 poverty reduction 100 342 242 governmental effectiveness 80 317 237 caring for the disadvantaged 150 377 227 honesty 65 267 202 employment opportunities 136 337 201 effective healthcare 214 400 186 concern for future generations 203 356 153 www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 52
  • 53. What People in Canada Want More Of: Leadership Value Current Desired Culture Culture Jump Issues Votes Votes accountability 112 511 399 affordable housing 134 450 316 caring for the elderly 186 461 275 poverty reduction 100 342 242 governmental effectiveness 80 317 237 caring for the disadvantaged 150 377 227 honesty 65 267 202 employment opportunities 136 337 201 effective healthcare 214 400 186 concern for future generations 203 356 153 www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 53
  • 54. What People in Canada Want More Of: Policy Value Current Desired Culture Culture Jump Issues Votes Votes accountability 112 511 399 affordable housing 134 450 316 caring for the elderly 186 461 275 poverty reduction 100 342 242 governmental effectiveness 80 317 237 caring for the disadvantaged 150 377 227 honesty 65 267 202 employment opportunities 136 337 201 effective healthcare 214 400 186 concern for future generations 203 356 153 www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 54
  • 55. Decide on the Values of the NationStep 2: Using the Results of the Values Assessment and ValuesDialogues for Inspiration, Choose Three or Four EspousedValues for the Nation: What do you want your nation to stand for? What do you want people to think of when they hear the word “Canada”? What do you want the people of the Canada to have or experience in their lives? What is it that differentiates Canada from other countries? www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 55
  • 56. Make the Chosen Values PervasiveFor Short-term Results: For Long-term Results:Focus on Government’s Internal Focus on Values-Based EducationOperations and External Programmes for School ChildrenRelationships with Citizens and Implement Culture Change in(Customers) Education Ministries Carry out a Government-wide Cultural  Carry out Cultural Values Assessments in Values Assessments Education Ministries and Schools Implement Culture Change Process  Implement Culture Change Process Implement Leadership Development  Implement Leadership Development Programmes Programmes Monitor Changes Annually  Monitor Changes in Children and Schools Annually www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 56
  • 57. To Find Out More… www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 57
  • 58. To Get a Copy of This Presentation … http://www.slideshare.net/BarrettValuesTo Find Out More … http://www.valuescentre.com richard:@valuescentre.com www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 58