A masterclass in evolutionary coaching handout

4,062 views

Published on

Master class taught at EMCC meeting in Athens in November 2013.

Published in: Technology, Business

A masterclass in evolutionary coaching handout

  1. 1. A MASTERCLASS IN EVOLUTIONARY COACHING A Values-based Approach to Unleashing Human Potential
  2. 2. Richard Barrett’s Books Update and new research 1998 2013 2006 2010 Learning Modules: Leading Self Leading a Team Leading an Organisation Leading in Society 2011 2012 www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 2
  3. 3. Evolutionary Coaching 2012 Evolutionary Coaching A values-based approach to unleashing human potential 2013 2010 2014 www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 3
  4. 4. Evolutionary Coaching Questions I want to address in this workshop: 1. What is Evolutionary Coaching? 2. How is Evolutionary Coaching different from normal coaching? 3. What resources and tools can I call on to learn about, and practice, evolutionary coaching? www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 4
  5. 5. Evolutionary Coaching Workshop Content: 1. What is Evolutionary Coaching? 2. Stages of Psychological Development (Exercise: Values, Beliefs and Behaviours) (Exercise: Where am I on the SPD scale?) 3. Coaching Tools: Does my organisation fit me? (Exercise: IVA) Do I fit my organisation? (Exercise: LVA) www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 5
  6. 6. Performance vs. Evolutionary Coaching Performance coaching is about helping people meet the goals they have at the level of psychological development they have reached. This is performance with a little “p”. Evolutionary coaching is also about performance; but performance with a big “P”. Performance with a big “P” is about human emergence; not just helping people become more proficient at what they do, but becoming more proficient at life—actively participating in evolution. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 6
  7. 7. Evolutionary Coaching “This is a book for coaches: but it is not a book about the skills and techniques of coaching. It is a book about the framework of human development that coaches need to be familiar with in order to facilitate the full emergence of their client’s potential.” Evolutionary Coaching A values-based approach to unleashing human potential 2014 www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 7
  8. 8. Chapter Headings Preface Foreword Part 1: Theory Chapter 1: Introduction Chapter 2: Understanding evolution Chapter 3: Understanding the evolution of consciousness Chapter 4: Understanding the evolution of the human mind/brain Chapter 5: Understanding psychological development Chapter 6: Understanding cultural evolution Chapter 7: Understanding the evolution of decision-making Part 2: Practice Chapter 8: What are my values? Chapter 9: What stage of development have I reached? Chapter 10: What levels of consciousness am I operating from? Chapter 11: What stage of evolution has my organisation reached? Chapter 12: What stage of evolution has my community/society reached? www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 8
  9. 9. The Evolution of Human Consciousness Making a difference Internal cohesion Transformation Self-esteem Relationship Physical Evolution Survival www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. Evolution of Personal Consciousness With the emergence of Homo Sapiens, evolution shifted from physical evolution to consciousness evolution Service 9
  10. 10. Consciousness Consciousness is awareness with a purpose and the purpose is always to establish and maintain internal stability and external equilibrium at the stage of psychological development you have reached and the stages of psychological development you have passed through—satisfy your needs. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 10
  11. 11. Evolutionary Coaching No matter what type of coach you are, it is important to recognize that every individual you are working with is on evolutionary journey—a natural journey of psychological development that is common to every member of the human race. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 11
  12. 12. Evolutionary Coaching Evolutionary coaching helps people understand what stage they have reached in their developmental journey, what stages remain, and what stages they have passed through. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 12
  13. 13. Stages of Psychological Development Every goal your clients are trying to achieve, every challenge they are facing, and every choice they have to make is in some way influenced by or related to the needs of the stage of psychological development they have reached or the stages of psychological development they have already passed through but have not yet mastered. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 13
  14. 14. Stages of Psychological Development Serving: Fulfilling your destiny by caring for the well-being of humanity and/or the planet. Self-actualizing: Becoming more fully who you are by leading a values- and purpose-driven life. Individuating: Letting go of the aspects of your parental and cultural conditioning that no longer serve you. Differentiating: Distinguishing yourself from the crowd by honing your skills and talents. Conforming: Keeping safe and secure by staying loyal to your family, kin and culture. Surviving: Staying alive and healthy in the best possible conditions. Evolution of Personal Consciousness Integrating: Aligning with others who share the same values and purpose to create a better world. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 14
  15. 15. Basic Needs and Growth Needs Serving: Fulfilling your destiny by caring for the well-being of humanity and/or the planet. Self-actualizing: Becoming more fully who you are by leading a values- and purpose-driven life. Individuating: Letting go of the aspects of your parental and cultural conditioning that no longer serve you. Differentiating: Distinguishing yourself from the crowd by honing your skills and talents. Basic Needs Conforming: Keeping safe and secure by staying loyal to your family, kin and culture. Surviving: Staying alive and healthy in the best possible conditions. Evolution of Personal Consciousness Growth Needs Integrating: Aligning with others who share the same values and purpose to create a better world. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 15
  16. 16. What We Value at Each Stage Serving: Fulfilling your destiny by caring for the well-being of humanity and/or the planet. Social responsibility, social justice, wisdom, compassion, humility, forgiveness, ecology. Integrating: Aligning with others who share the same values and purpose to create a better world. Collaboration, alliances, environmental awareness, personal fulfilment, empathy. Self-actualizing: Becoming more fully who you are by leading a values- and purpose-driven life. Trust, fairness, honesty, integrity, openness, transparency, enthusiasm, commitment. Individuating: Letting go of the aspects of your parental and cultural conditioning that no longer serve you. Independence, adaptability, continuous learning, personal growth, balance, adventure, courage. Differentiating: Distinguishing yourself from the crowd by honing your skills and talents. Pride, productivity, efficiency, quality, professional growth, confidence, excellence. Conforming: Keeping safe and secure by staying loyal to your family, kin and culture. Open communication, friendship, loyalty, caring, recognition, tradition, rituals. Surviving: Staying alive and healthy in the best possible conditions. Financial stability, wealth, employment opportunities, health and safety. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 16
  17. 17. Values, Needs and Motivations If you know what your values are then you know what stage of psychological development you are operating from and what stages you have passed through where you still have unmet needs. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 17
  18. 18. Values Exercise: Hand-out On Line: www.valuescentre.com/pva www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 18
  19. 19. Values, Beliefs and Behaviours This exercise takes about 15 minutes 1. Choose 3 values that are important to you and enter them in the left hand column of the worksheet EXAMPLE: Clarity 2. Write down your beliefs that support this value in middle column EXAMPLE: Clarity bring focus to decision making 3. Write down the behaviours you exhibit that support this value EXAMPLE: Seek many opinions, synthesize multiple data points to understand the big picture www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 19
  20. 20. What We Value at Each Stage Serving: Fulfilling your destiny by caring for the well-being of humanity and/or the planet. Social responsibility, social justice, wisdom, compassion, humility, forgiveness, ecology. Integrating: Aligning with others who share the same values and purpose to create a better world. Collaboration, alliances, environmental awareness, personal fulfilment, empathy. Self-actualizing: Becoming more fully who you are by leading a values- and purpose-driven life. Trust, fairness, honesty, integrity, openness, transparency, enthusiasm, commitment. Individuating: Letting go of the aspects of your parental and cultural conditioning that no longer serve you. Independence, adaptability, continuous learning, personal growth, balance, adventure, courage. Differentiating: Distinguishing yourself from the crowd by honing your skills and talents. Pride, productivity, efficiency, quality, professional growth, confidence, excellence. Conforming: Keeping safe and secure by staying loyal to your family, kin and culture. Open communication, friendship, loyalty, caring, recognition, tradition, rituals. Surviving: Staying alive and healthy in the best possible conditions. Financial stability, wealth, employment opportunities, health and safety. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 20
  21. 21. A Map of the Territory If you are taking people to a place they have never been before, you need the best map of the territory you can find: it also helps if you have explored the territory yourself. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 21
  22. 22. Where are You on this Journey? Understanding where you are (the coach) on this journey is just as important as understanding where your clients are. If you know where you are, then you will know how far you can take your clients before you enter unknown territory. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 22
  23. 23. What motivates us is the satisfaction of our needs AT ANY GIVEN MOMENT IN TIME, the values that are most important to you are a reflection of the stage of psychological development you have reached and your unmet basic needs. Our needs (what we value) have always been, and always will be the principal drivers of our behaviors and actions. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 23
  24. 24. SPD Exercise: Hand-out Where are your clients? Where are you? Acting out. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 24
  25. 25. SPD/LC Overview of task Serving/ Service Integrating/ Making a difference Self-actualizing/ Internal cohesion Individuating/ Transformation Differentiating/ Self-esteem Conforming/ Relationship Surviving/ Need Values requirements Fulfilling your destiny by caring for the well-being of humanity and/or the planet. Satisfying your need to lead a life of selfless service for the wellbeing of the disadvantaged and the Earth’s life support systems. Social responsibility, social justice, future generations, compassion, humility, forgiveness, wisdom, long-term perspective, ecology. Aligning with others who share the same values and purpose to create a better world. Satisfying your need to make a difference in the world by actualizing your purpose. Collaboration, alliances and partnerships, environmental awareness, personal fulfillment, empathy. Becoming more fully who you are by leading a values- and purpose-driven life. Satisfying your need to find meaning through activities or work you are passionate about. Trust, fairness, honesty, integrity, openness, transparency, enthusiasm, commitment, authenticity. Letting go of the aspects of your conditioning that no longer serve you. Satisfying your need for freedom, and independence by becoming accountable for your life. Independence, adaptability, continuous learning, personal growth, balance, adventure, courage. Distinguishing yourself from the crowd by honing your skills and talents. Satisfying your need for recognition and acknowledgement for your skills and talents. Pride, productivity, efficiency, quality, professional growth, confidence, excellence. Keeping safe and secure by staying loyal to your family, kin and culture. Satisfying your need for love, respect and belonging at home and work. Open communication, friendship, loyalty, caring, recognition, tradition, rituals. Staying alive and healthy in the best conditions possible. Satisfying your physiological and nutritional needs. Financial stability, wealth, employment opportunities, health and safety. Survival www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 25
  26. 26. Acting Out (Improvisation of each stage) Serving: Fulfilling your destiny by caring for the well-being of humanity and/or the planet. Social responsibility, social justice, wisdom, compassion, humility, forgiveness, ecology. Integrating: Aligning with others who share the same values and purpose to create a better world. Collaboration, alliances, environmental awareness, personal fulfilment, empathy. Self-actualizing: Becoming more fully who you are by leading a values- and purpose-driven life. Trust, fairness, honesty, integrity, openness, transparency, enthusiasm, commitment. Individuating: Letting go of the aspects of your parental and cultural conditioning that no longer serve you. Independence, adaptability, continuous learning, personal growth, balance, adventure, courage. Differentiating: Distinguishing yourself from the crowd by honing your skills and talents. Pride, productivity, efficiency, quality, professional growth, confidence, excellence. Conforming: Keeping safe and secure by staying loyal to your family, kin and culture. Open communication, friendship, loyalty, caring, recognition, tradition, rituals. Surviving: Staying alive and healthy in the best possible conditions. Financial stability, wealth, employment opportunities, health and safety. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 26
  27. 27. Parental Programming and Cultural Conditioning We come into life with our own unique preferences, qualities and talents. By the time we become young adults, who we are is a complex mixture of our unique self overlaid by layers of parental programming and cultural conditioning. What happens to most of us is our unique self—the person we were born to become—gets pushed into the background. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 27
  28. 28. Parental Programming and Cultural Conditioning By the time we reach physical maturity we are the prisoners of our parental programming and cultural conditioning. The persona we display to the world is not our unique self, but our false self: a self with a socialized mind. If the gap between our persona and our unique self is wide, we will feel uncomfortable—a sense of unease about who we are and what we are supposed to do. We may even feel lost and get depressed. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 28
  29. 29. Cultural Context Every person you have as a client is embedded in multiple cultural contexts: a family context, an organisational context, a community context, a societal context and perhaps a religious context. The level of psychological development of the cultures your client are embedded in will either support or hinder their psychological development. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 29
  30. 30. Cultural Evolution-World Views HOLISTIC: Everything is connected Evolution of Social Consciousness INTEGRATIVE: Systemic/pragmatic approach PEOPLE: Democracy and shared values STATUS: Knowledge and wealth creators AUTHORITY: Religious and royal hierarchies POWER: Empire builders the big boss TRIBAL: Agricultural and pastoral farming SURVIVAL: Hunter gatherers For more information see Spiral Dynamics www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 30
  31. 31. Universal Stages of Evolution World Views Examples Serving Holistic Global thought leaders Integrating Integrative Conscious business leaders People Iceland, Norway, Sweden, Finland, Denmark, Canada Status Cooperating Stages of Psychological Development Australia, UK, USA, Germany, France, Italy Authority Iran, Iraq Power China, Syria, North Korea Conforming Tribal Sub-Saharan Africa Surviving Survival Remote Jungle bands Self-actualizing Bonding Becoming viable and independent Individuating Differentiating www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 31
  32. 32. Evolutionary Coaching Your job as an evolutionary coach is to help your clients break down the bars of the prisons they have constructed for themselves (parental programming and cultural conditioning) so they can unmask their false selves, discover their true selves and grow and develop the inborn gifts and talents of their unique selves. This is how you help your clients reach full human emergence. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 32
  33. 33. Evolutionary Coaching Evolutionary coaching is about helping people find out who they really are and become all they can become—helping them to individuate and fully self-actualize—so they can be truly independent. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 33
  34. 34. Three Stages of Mind Development In Immunity to Change Robert Kegan and Lisa Laskow Lahey identify three plateaus of adult psychological development (ability to handle complexity)—the socialized mind, the selfauthoring mind and self-transforming mind. Robert Kegan and Lisa Laskow Lahey, Immunity to Change (Boston: Harvard Business School Publishing), 2009, pp.16-21. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 34
  35. 35. Three Stages of Mind Development THE SELF-TRANSFORMING MIND is focused on leading a values and purpose-driven life. People operating with a self-transforming mind see their work as a mission. They want to leave a legacy and be of service to the world. THE SELF-AUTHORING MIND is focused on achievement and ambition. People operating with a self-authoring mind seek opportunities for advancement. They think of their work as career—a pathway to a better future. THE SOCIALISED MIND is focused on meeting its survival, relationship and self-esteem needs. People operating with a socialised mind think of their work as a job—a way of earning a living. They may enjoy their work and colleagues, but are not passionate about what they do. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 35
  36. 36. Complexity of Thinking THE SELF-TRANSFORMING (Interdependent) MIND This mind is not a prisoner to its filter. It can stand back and look at it, not just through it. Open to considering different perspectives and modifying its thinking and direction. THE SELF-AUTHORING (Independent) MIND Communication is strongly influenced by what others need to hear to further its agenda. It places a priority on receiving information that supports its mission. Prisoner to its filter. THE SOCIALISED (Dependent) MIND Communication is strongly influenced by what others need to hear so it can fit into its social context. Filters what it hears so that it can maintain alignment with others. Limited ability for independent thinking. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 36
  37. 37. Motivating the Socialized Mind SELF-ESTEEM: Opportunities to learn and grow professionally with feedback and coaching from people you respect. RELATIONSHIP: Opportunities to live/work in a congenial atmosphere where people respect and care about each other.. SURVIVAL: Opportunities to earn income and/or receive benefits that are sufficient to take care of your needs. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 37
  38. 38. Motivating the Self-Authoring Mind INTERNAL COHESION: Opportunities to learn and grow personally by aligning your work with your values and purpose. TRANSFORMATION: Opportunities for adventure, and challenges that allow you to explore and hone your gifts and talents. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 38
  39. 39. Motivating the Self-Transforming Mind SERVICE: Opportunities to serve others and/or care for the well-being of the Earth’s life support systems. MAKING A DIFFERENCE: Opportunities to leverage your actions by aligning with others who share the same values and purpose. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 39
  40. 40. SPD and Types of Mind Integrating: Aligning with others who share the same values and purpose to create a better world. Self-actualizing: Becoming more fully who you are by leading a values- and purpose-driven life. Individuating: Letting go of the aspects of your parental and cultural conditioning that no longer serve you. Self-transforming Mind Self-authoring Mind Differentiating: Distinguishing yourself from the crowd by honing your skills and talents. Conforming: Keeping safe and secure by staying loyal to your family, kin and culture. Socialized Mind Surviving: Staying alive and healthy in the best possible conditions. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. Evolution of Personal Consciousness Serving: Fulfilling your destiny by caring for the well-being of humanity and/or the planet. 40
  41. 41. The Universal Stages of Evolution From the Big Bang … to the Present Day Evolution 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: 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. 41
  42. 42. SPD and Stages of Evolution Integrating: Aligning with others who share the same values and purpose to create a better world. Self-actualizing: Becoming more fully who you are by leading a values- and purpose-driven life. Individuating: Letting go of the aspects of your parental and cultural conditioning that no longer serve you. Differentiating: Distinguishing yourself from the crowd by honing your skills and talents. Conforming: Keeping safe and secure by staying loyal to your family, kin and culture. Surviving: Staying alive and healthy in the best possible conditions. Cooperating to form a higher order entity Bonding to form a group structure Becoming viable and independent in your framework of existence www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. Evolution of Personal Consciousness Serving: Fulfilling your destiny by caring for the well-being of humanity and/or the planet. 42
  43. 43. The Seven Levels of Consciousness Model
  44. 44. Origins of the Cultural Transformation Tools Self Actualization Growth Needs Know and Understand Abraham Maslow Self-esteem Love & Belonging Safety Physiological When these needs are fulfilled they do not go away, they engender deeper levels of motivation and commitment. Deficiency Needs An individual gains no sense of lasting satisfaction from being able to meet these needs, but feels a sense of anxiety if these needs are not met.
  45. 45. Maslow’s Needs to Barrett’s Consciousness Self-Actualization Know and Understand Abraham Maslow Richard Barrett Self-esteem Self-esteem Love & Belonging Love & Belonging Safety Safety Physiological Needs Consciousness
  46. 46. Maslow’s Needs to Barrett’s Consciousness Service 1. Expansion of self-actualization Making adifference into multiple levels. Know and Understand Self-esteem Love & Belonging 2. Substitute ‘states of consciousness’ for hierarchy of needs. Internal Cohesion Transformation 3. Each state of consciousness is defined by specific values and behaviours. Self-esteem Safety Relationship Physiological Survival Needs Consciousness
  47. 47. Stages in the Development of Personal Consciousness Positive Focus / Excessive Focus Service Making adifference Internal Cohesion Transformation Service to Humanity and the Planet Devoting your life in self-less service to your purpose and vision Collaborating with Partners Working with others to make a positive difference by actively implementing your purpose and vision Finding Personal Meaning Uncovering your sense of purpose and creating a vision for the future you want to create Personal Growth Understanding your deepest motivations, experiencing responsible freedom by letting go of your fears Self-esteem Self-worth Feeling a positive sense of pride in self and ability to manage your life. Power, status, … Relationship Belonging Feeling a personal sense of belonging, feeling loved by self and others. Being liked, blame, … Survival Financial Security & Safety Creating a safe secure environment for self and significant others. Control, greed , …
  48. 48. Stages in the Development of Organizational Consciousness Positive Focus / Excessive Focus Service Service To Humanity And The Planet Social responsibility, future generations, long-term perspective, ethics, compassion, humility Making adifference Strategic Alliances and Partnerships Environmental awareness, community involvement, employee fulfillment, coaching/mentoring Internal Cohesion Transformation Building Corporate Community Shared values, vision, commitment, integrity, trust, passion, creativity, openness, transparency Continuous Renewal and Learning Accountability, adaptability, empowerment, teamwork, goals orientation, personal growth Self-esteem High Performance Systems, processes, quality, best practices, pride in performance. Bureaucracy, complacency, … Relationship Belonging Loyalty, open communication, customer satisfaction, friendship. Manipulation, blame, … Survival Financial Stability Shareholder value, organisational growth, employee health, safety. Control, corruption, greed, …
  49. 49. Placement of Values by Level Current Culture 100 Employees Top Ten Values Service 1. tradition (L) (59) Making adifference 2. diversity (54) 6 Internal Cohesion Transformation Self-esteem 2 3. control (L) (53) 4 7 5 8 4. goals orientation (46) 5. knowledge (43) 6. creativity (42) 7. productivity (37) Relationship Survival 10 10 1 8. image (L) (36) 9 3 9. profit (36) 10. open communication (31)
  50. 50. Distribution of Values by Level Current Culture 100 Employees Service 7 Making adifference 6 Internal Cohesion 5 Transformation 4 Self-esteem 3 Relationship 2 Survival 1 Cultural Entropy 11%
  51. 51. What is Cultural Entropy? The amount of energy that is consumed in an organisation doing unnecessary or unproductive work that does not add value. It is a measure of the conflict, friction and frustration that employees encounter in their day-to-day activities that prevent the organisation from operating at peak performance. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 51
  52. 52. How Does Cultural Entropy Arise? Cultural entropy is a function of the personal entropy of the current leaders of an organisation and institutional legacy of past leaders as embedded in the structures, systems, policies and procedures. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 52
  53. 53. Does my organisation fit me?
  54. 54. Personal Values Pick ten values/behaviours that most reflect who you are, not who you desired to become.
  55. 55. Current Culture Values Pick ten values/behaviours that most reflect how your organisation currently operates.
  56. 56. Desired Culture Values Pick ten values/behaviours that, in your opinion, are essential for your organisation to achieve its highest performance.
  57. 57. Examples of Individual Values Assessments www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 57
  58. 58. Highly Engaged Employees     Highly engaged employees identify with the company. They care passionately about the future of the company. They bring passion and purpose to their work. They are willing to invest their discretionary effort to make the company a success.  They want the company to do the right thing.  They want to feel pride in the way the company behaves. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 58
  59. 59. Do I fit my organisation?
  60. 60. What is Personal Entropy? Personal entropy is the amount of fear-driven energy that a person expresses in his or her dayto-day interactions with other people. It is a measure of a lack of a person’s lack of personal mastery skills. Fear-driven energy arises from the conscious and subconscious fear-based beliefs of the ego about meeting its deficiency needs. www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 60
  61. 61. Darth Vader Darth's Values Assessors' Top 11 Values Level 7 Level 6 Level 5 Level 4 Level 3 Level Matching 2 Values Level 1 PL = 10-0 | IRO (P) = 7-0-3 | IRO (L) = 0-0-0 PL = 7-4 | IRO (P) = 6-0-1 | IRO (L) = 0-4-0 Level 3 achievement Level 3 courage Level 4 authoritarian (L) Level 1 Level 5 being the best Level 3 excellence Level 3 competitive (L) Level 2 integrity Level 5 demanding (L) Level 2 long-term perspective Level 7 determination Level 4 passion Level 5 excellence Level 3 results orientation Level 3 knowledge Level 4 strategic alliances How Darth sees himself ambitious creativity Matches 2 Level 6 power (L) Level 3 vision Level 7 results orientation Level 3 risk-taking Level 4 Orange = Values match P = Positive L = Potentially Limiting (white circle) Leadership Values Plot How Others see Darth I = Individual R = Relationship O = organisational Copyright 2008 Barrett Values Centre August 2008
  62. 62. Darth Vader Darth's Values 20% 7 C 7 10% 4 0% 5 30% 0% 6 10% 6 5 T Assessors' Values 0% 27% 4 30% 36% 3 3 2 0% 0% 2 0% 1 S 0% 0% 0% 1 0% 9% 0% 20% 40% 60% CTS = 60-10-30 Entropy = 0% C = Common Good T = Transformation S = Self-Interest Leadership Distribution Copyright 2008 Barrett Values Centre 9% 18% 0% 20% 40% 60% Level of Personal Entropy CTS = 0-27-73 Entropy = 36% Positive Values Potentially Limiting Values August 2008
  63. 63. Cultural Evolution Begins with Personal Evolution Culture Values Leader’s Values CVA Current Culture LV A Feedback 14 Assessors PL= 1-10 | IROS (P)= 0-0-1-0 | IROS (L)= 2-4-4-0 PL = 1-9 | IRO (P) = 1-0-0 | IRO (L) = 1-8-0 Cultural Entropy 38% Personal Entropy 64% The culture of an organisation is a reflection of leadership consciousness. 1. short-term focus (L) 13 Level 1 power (L) 11 Level 3 2. blame (L) 11 Level 2 blame (L) 10 Level 2 3. manipulation (L) 10 Level 2 demanding (L) 10 Level 2 4. caution (L) 7 Level 1 manipulative (L) 10 Level 2 5. cynicism (L) 7 Level 3 experience 9 Level 3 6. bureaucracy (L) 6 Level 3 controlling (L) 8 Level 1 7. control (L) 6 Level 1 arrogant (L) 7 Level 3 8. cost reduction 5 Level 1 authoritarian (L) 6 Level 1 9. empire building (L) 5 Level 2 exploitative (L) 6 Level 1 10. image (L) 5 Level 3 ruthless (L) 6 Level 1 11. long hours (L) 5 Level 3
  64. 64. Cultural Evolution Begins with Personal Evolution Culture Values CVA Current Culture The culture of an organisation is a reflection of leadership consciousness. Leader’s Values LVA Feedback 27 Assessors Internal Cohesion Internal Cohesion PL= 12-0 | IROS (P)= 4-2-5-1 | IROS (L)= 0-0-0-0 PL = 12-0 | IRO (P) = 9-1-2 | IRO (L) = 0-0-0 Cultural Entropy 7% Personal Entropy 9% 1. customer satisfaction 16 Level 2 continuous learning 11 Level 4 2. commitment 11 Level 5 generosity 11 Level 5 3. continuous learning 11 Level 4 commitment 10 Level 5 4. making a difference 11 Level 6 positive attitude 10 Level 5 5. global perspective 9 Level 3 vision 10 Level 7 6. mentoring 9 Level 6 ambitious 9 Level 3 7. enthusiasm 8 Level 5 making a difference 8 Level 6 8. leadership development 8 Level 6 results orientation 8 Level 3 9. integrity 7 Level 5 honesty 7 Level 5 10. open communication 7 Level 2 integrity 7 Level 5 11. optimism 7 Level 5 intuition 7 Level 6 12. shared values 7 Level 5 leadership developer 7 Level 6
  65. 65. What Low Entropy Leaders Focus on … Values that address employees needs and create internal cohesion High Entropy Leaders (21%+) Low Entropy Leaders (0-6%) Internal Cohesion* Commitment * Positive attitude * Accessible Teamwork Trustworthy * Integrity * Accountability Customer satisfaction Enthusiasm * Fairness * SelfEsteem Commitment * Controlling (L) Ambitious Results orientation Demanding (L) Experience Goals orientation Authoritarian (L) Humor/fun * Power (L) Based on 3600 Leadership Values Feedback carried out on 100 leaders from 19 countries (2008-2010). www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 65
  66. 66. Examples of Leadership Values Assessments www.valuescentre.com Powerful metrics that enable leaders to measure and manage cultures. 66

×