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Q7:
CULTURE
COMPASS
Find Your North Star and Locate Team
Members for Your Agile Team
Since Frederick Taylor,
companies have been trying to cope
with increasing business complexity
through increased command and
control.
Q7: Culture Compass Collectiver Inc., © 2018 2
Since Frederick Taylor,
companies have been trying to cope
with increasing business complexity
through increased command and
control.
Agile methodologies are a step forward
because they promote simplification
over enhanced control, by fostering
self-managed teams.
Q7: Culture Compass Collectiver Inc., © 2018 3
Q7: Culture Compass Collectiver Inc., © 2018
The perfect agile team,
self-organizing and autonomous,
cannot be designed, but it can be grown.
The process starts with selecting team
members sharing the same cause.
The Q7 Tool by Collectiver helps create
effective self-managed teams
across all levels of your agile organization.
4
The Q7 Culture Compass will:
• Find your North Star – understand
your real internal drivers:
your Basic Human Values.
• Discover the drivers determining your team
performance.
• Assess the alignment and help grow
a high-performance team.
• Determine the best culture
and leadership style for your team
within the business environment.
Q7: Culture Compass Collectiver Inc., © 2018 5
The Q7 tool is based on years of research and
practical experience in the borderland area
between organizational strategy and culture,
the “hard” and the “soft” of the business.
Shalom Schwartz’s Basic Human Values Theory
inspired the Q7 creation, with several models
and methodologies created by the leading
scholars in the fields of psychology,
leadership, and organizational behavior
contributing to the tool’s development.
Q7: Culture Compass Collectiver Inc., © 2018 6
The Q7 test takes 1 minute.
Just open the Q7 Form, read the
instruction attentively – and answer
the 7 A/B-type questions.
Your Star will appear on the on-line
Values Map, and you’ll receive a
copy of the Map by email.
Q7: Culture Compass Collectiver Inc., © 2018 7
Your Star location on the map
marks the center of your dominant
values and indicates where your
profile falls along the axes of
openness to change and human
interaction.
The tool can also size up your potential to work with Elon Musk, if you care to
consider that… Well, not that Elon cares, either.
Q7: Culture Compass Collectiver Inc., © 2018 8
Q7 Team Assessment measures the
level of your team convergence.
Clustered stars, indicating high
convergence, are a sign of a high-
potential teams, while cluster
locations suggest their prevailing
culture styles.
Q7: Culture Compass Collectiver Inc., © 2018 9
As each Star is a resultant vector,
graphing individual value profiles
gives an insight into the team’s
preferred culture style(s).
Another indicator of the team’s
potential is its convergence ratio
calculated by the Q7 tool.
Q7: Culture Compass Collectiver Inc., © 2018 10
Q7: Culture Compass Collectiver Inc., © 2018 11
Sample Case 1
This newly formed senior
team has three clusters
with distinctly different
cultures (the 6-o’clock
one-man cluster is the CEO).
The overall convergence of the team is
27%, not bad for a start, but the
convergence is much higher within the
clusters. That is likely to turn the
clusters into non-cooperative factions.
Q7: Culture Compass Collectiver Inc., © 2018 12
Sample Case 2
This team demonstrated high
convergence but was not
cooperative and efficient: the
dominant values of the team
(skewed towards Power and
Achievement) were not aligned with the
declared corporate values.
Three of the four team members clustered
around 9 o’clock have soon left the
organization and started their own company.
Q7: Culture Compass Collectiver Inc., © 2018 13
Sample Case 3
This assessment was done
for a team of 20 people.
The low convergence of 15%
is not a surprise for a team
that big: highly effective
teams are usually under “two-pizza” size.
In addition, this company does not have a
shared company mission, i.e. there is no
“North Star” that the team members are
expected to align with.
Q7 will help you initiate an open conversation
that will create clarity of Purpose and
generate engagement and trust in your team.
Q7 will also help you recognize your personal
drivers and clearly define your role and
position within your teams (the one you lead
and the one you are a member of).
Q7 will not solve all your organizational or
personal problems, but it is a good start.
Q7 Culture Compass: Get yours now:
Q7: Culture Compass Collectiver Inc., © 2018 14
GO TO
Q7
For more tools and
performance improvement
insights, visit us at:
collectiver.com
We are making good
companies better
Q7: Culture Compass Collectiver Inc., © 2018 15

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Q7 Culture Compass

  • 1. Q7: CULTURE COMPASS Find Your North Star and Locate Team Members for Your Agile Team
  • 2. Since Frederick Taylor, companies have been trying to cope with increasing business complexity through increased command and control. Q7: Culture Compass Collectiver Inc., © 2018 2
  • 3. Since Frederick Taylor, companies have been trying to cope with increasing business complexity through increased command and control. Agile methodologies are a step forward because they promote simplification over enhanced control, by fostering self-managed teams. Q7: Culture Compass Collectiver Inc., © 2018 3
  • 4. Q7: Culture Compass Collectiver Inc., © 2018 The perfect agile team, self-organizing and autonomous, cannot be designed, but it can be grown. The process starts with selecting team members sharing the same cause. The Q7 Tool by Collectiver helps create effective self-managed teams across all levels of your agile organization. 4
  • 5. The Q7 Culture Compass will: • Find your North Star – understand your real internal drivers: your Basic Human Values. • Discover the drivers determining your team performance. • Assess the alignment and help grow a high-performance team. • Determine the best culture and leadership style for your team within the business environment. Q7: Culture Compass Collectiver Inc., © 2018 5
  • 6. The Q7 tool is based on years of research and practical experience in the borderland area between organizational strategy and culture, the “hard” and the “soft” of the business. Shalom Schwartz’s Basic Human Values Theory inspired the Q7 creation, with several models and methodologies created by the leading scholars in the fields of psychology, leadership, and organizational behavior contributing to the tool’s development. Q7: Culture Compass Collectiver Inc., © 2018 6
  • 7. The Q7 test takes 1 minute. Just open the Q7 Form, read the instruction attentively – and answer the 7 A/B-type questions. Your Star will appear on the on-line Values Map, and you’ll receive a copy of the Map by email. Q7: Culture Compass Collectiver Inc., © 2018 7
  • 8. Your Star location on the map marks the center of your dominant values and indicates where your profile falls along the axes of openness to change and human interaction. The tool can also size up your potential to work with Elon Musk, if you care to consider that… Well, not that Elon cares, either. Q7: Culture Compass Collectiver Inc., © 2018 8
  • 9. Q7 Team Assessment measures the level of your team convergence. Clustered stars, indicating high convergence, are a sign of a high- potential teams, while cluster locations suggest their prevailing culture styles. Q7: Culture Compass Collectiver Inc., © 2018 9
  • 10. As each Star is a resultant vector, graphing individual value profiles gives an insight into the team’s preferred culture style(s). Another indicator of the team’s potential is its convergence ratio calculated by the Q7 tool. Q7: Culture Compass Collectiver Inc., © 2018 10
  • 11. Q7: Culture Compass Collectiver Inc., © 2018 11 Sample Case 1 This newly formed senior team has three clusters with distinctly different cultures (the 6-o’clock one-man cluster is the CEO). The overall convergence of the team is 27%, not bad for a start, but the convergence is much higher within the clusters. That is likely to turn the clusters into non-cooperative factions.
  • 12. Q7: Culture Compass Collectiver Inc., © 2018 12 Sample Case 2 This team demonstrated high convergence but was not cooperative and efficient: the dominant values of the team (skewed towards Power and Achievement) were not aligned with the declared corporate values. Three of the four team members clustered around 9 o’clock have soon left the organization and started their own company.
  • 13. Q7: Culture Compass Collectiver Inc., © 2018 13 Sample Case 3 This assessment was done for a team of 20 people. The low convergence of 15% is not a surprise for a team that big: highly effective teams are usually under “two-pizza” size. In addition, this company does not have a shared company mission, i.e. there is no “North Star” that the team members are expected to align with.
  • 14. Q7 will help you initiate an open conversation that will create clarity of Purpose and generate engagement and trust in your team. Q7 will also help you recognize your personal drivers and clearly define your role and position within your teams (the one you lead and the one you are a member of). Q7 will not solve all your organizational or personal problems, but it is a good start. Q7 Culture Compass: Get yours now: Q7: Culture Compass Collectiver Inc., © 2018 14 GO TO Q7
  • 15. For more tools and performance improvement insights, visit us at: collectiver.com We are making good companies better Q7: Culture Compass Collectiver Inc., © 2018 15