The document provides an overview of cultural transformation tools from the Values Centre, including details on values assessments that have been conducted in various countries and regions. It also discusses how organizational transformation begins with the personal transformation of leaders, and outlines the 7 levels of organizational consciousness as well as tools for measuring an organization's current culture and desired culture.
A workplace culture is composed of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. Everyone has a role to play in creating a positive workplace culture. At this program, you’ll learn concrete strategies for making the work environment more enjoyable, so that you can:
Stay engaged and motivated even for tasks that are boring or unpleasant
Feel a sense of optimism and confidence even around people who can be toxic or negative
Become part of the solution in creating a better Williams for everyone.
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
A workplace culture is composed of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. Everyone has a role to play in creating a positive workplace culture. At this program, you’ll learn concrete strategies for making the work environment more enjoyable, so that you can:
Stay engaged and motivated even for tasks that are boring or unpleasant
Feel a sense of optimism and confidence even around people who can be toxic or negative
Become part of the solution in creating a better Williams for everyone.
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
This presentations includes corporate culture, cultural paradigm, corporation quality, organizational change, 8 ways to keep culture alive and details of these topics.
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
This is a presentation I did for a group of 15 supervisors.
It is an interactive training session which requires an experienced facilitator. It is a great way to present generational differences using input from the group you are training. You can send the survey to participants in advance and add your company's demographics to the presentation to make it even more effective
How to Build a World-Class High-Performance CulturePerformanceIN
Robert Glazer’s company, Acceleration Partners, has won numerous awards for their workplace culture and employee happiness, most recently #4 on Glassdoor’s Employees’ Choice Awards. Glazer attributes this success to the introduction of Company Core Values and a rigorous hiring process. Once employees are hired, care is taken to nurture staff both professionally and personally, while continuously evaluating their fit as the company grows. This 360⁰ approach has led employees to proclaim “I don’t know why I’d ever leave.” Glazer will share the evolution of these practices and his nontraditional approaches such as the Capacity/Experience Paradox, Mindful Transitions, and the Work-Life Paradigm.
As presented at PI LIVE 2018 - Europe's premier Performance Marketing Conference - https://performancein.live
This PPT deck displays eleven slides with in depth research. Our topic oriented Talent Management Framework Performance Management presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographics for an inclusive and comprehensive Talent Management Framework Performance Management presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement. https://bit.ly/3iThEpi
"Presentation on Developing Leadership Skills. Learn how to
Develop leadership skills. These PDF's are available for all
VEDA students for free on www.veda-edu.com"
Self Leadership - How to be a more Successful, Efficient & Effective Leaders from the Inside Out.
Singapore based Motivational Speaker and Self Leadership expert, Andrew Bryant https://sg.linkedin.com/in/andrewbryant shares the relevance of Self Leadership to an Audience of HR Practitioners.
In a pilot study carried out by McKinsey & Company, the Cultural Transformation Tools CTT were used in parallel with 30 structured consultant interviews. The Cultural Transformation Tools CTT were found to provide a more comprehensive analysis and more credible results at a fraction of the cost.
This presentations includes corporate culture, cultural paradigm, corporation quality, organizational change, 8 ways to keep culture alive and details of these topics.
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
This is a presentation I did for a group of 15 supervisors.
It is an interactive training session which requires an experienced facilitator. It is a great way to present generational differences using input from the group you are training. You can send the survey to participants in advance and add your company's demographics to the presentation to make it even more effective
How to Build a World-Class High-Performance CulturePerformanceIN
Robert Glazer’s company, Acceleration Partners, has won numerous awards for their workplace culture and employee happiness, most recently #4 on Glassdoor’s Employees’ Choice Awards. Glazer attributes this success to the introduction of Company Core Values and a rigorous hiring process. Once employees are hired, care is taken to nurture staff both professionally and personally, while continuously evaluating their fit as the company grows. This 360⁰ approach has led employees to proclaim “I don’t know why I’d ever leave.” Glazer will share the evolution of these practices and his nontraditional approaches such as the Capacity/Experience Paradox, Mindful Transitions, and the Work-Life Paradigm.
As presented at PI LIVE 2018 - Europe's premier Performance Marketing Conference - https://performancein.live
This PPT deck displays eleven slides with in depth research. Our topic oriented Talent Management Framework Performance Management presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographics for an inclusive and comprehensive Talent Management Framework Performance Management presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement. https://bit.ly/3iThEpi
"Presentation on Developing Leadership Skills. Learn how to
Develop leadership skills. These PDF's are available for all
VEDA students for free on www.veda-edu.com"
Self Leadership - How to be a more Successful, Efficient & Effective Leaders from the Inside Out.
Singapore based Motivational Speaker and Self Leadership expert, Andrew Bryant https://sg.linkedin.com/in/andrewbryant shares the relevance of Self Leadership to an Audience of HR Practitioners.
In a pilot study carried out by McKinsey & Company, the Cultural Transformation Tools CTT were used in parallel with 30 structured consultant interviews. The Cultural Transformation Tools CTT were found to provide a more comprehensive analysis and more credible results at a fraction of the cost.
What is being called forth in business and politics is a global paradigm shift. It’s a shift from a world focused on self-interest to a world focused on the common good. It’s a shift from “what’s in it for me” to “what’s best for everyone.”
7 SEVEN "7 levels of DIAMOND LEADERSHIP INQUIRYViktor Kunovski
The difference between aligned and misaligned teams/organization, is the difference between average and excellent. When strategies are misaligned with culture, organizations and businesses pay extremely high price.
Aligned teams happen to be innovative, perform faster and better in the changing environment.
Leaders and entrepreneurs need to be able to create safe environment – platforms, where the collective intelligence emerges, people align and continuously innovate.
The Diamond Leadership is a simple co-creative guide that puts in one place the tools and practices that liberate innovation and align teams in organizations.
It will assist you to create cohesion in your team where creativity and innovation are natural states of functioning?
Leading Change: 5 ways to transform your organisation's cultureEnnovate
A guide to leading change is based upon the authors experiences of over 10 years research and insights gained from working across multiple industries and helping large organisations to deliver transformative change. The authors are Ian Duncan and Cormac Murphy.
You will learn what values-based leadership really is, sort out some of the misconceptions, and learn what the pros and cons of implementing a values-based leadership style are.
“Uniquely Gen Z,” the first in a three-part global study, explores Gen Zers’ technology preferences, “cyber-savviness” and economic influence. The rest of the series will look at ways to build strong brand relationships — both in growth and mature markets — and to create authentic omni-channel shopping experiences with Gen Zers. This study, co-sponsored by the IBM Institute of Business Value and the National Retail Federation, is one of the largest studies to date of the post-Millennial generation, surveying 15,600 members of Gen Z on six continents.
AgileFührungskultur entwickeln – Wie bringen wir Lebendigkeit ins Unternehmen?Andrea Maria Bokler
Für einen Veränderungsprozess wie den Wandel zu einer agilen Organisation ist deshalb es förderlich, die Werte einer Unternehmenskultur transparent zu machen. So können Führungskräfte erkennen, welche Werte und Verhalten für sie und ihre Mitarbeiter in einem agilen Kontext wirklich wichtig sind. Und alle Beteiligten können es damit „besser in Worte fassen“. Damit wird es möglich, die agile Transformation erfolgreich zu gestalten, weil sie auf der bestehenden Unternehmenskultur basiert.
In unserem Vortrag (Bokler/Mallow) stellen wir Ihnen mit den Cultural Transformation Tools (CTT) ein exzellentes Werkzeug vor, mit dem es gelingt, Werte transparent zu machen und einen effizienten Veränderungsprozess zu initiieren. Am Beispiel von Führungskultur und einer gemeinsamen Übung mit agilen Werten machen wir den Ansatz erlebbar.
Bokler / Selmaier: Organisationen gestalten Changeprojekte neu - Mit Cultural...Andrea Maria Bokler
Das Management verkündet euphorisch die neue Unternehmensstrategie. Stolz formuliert die Führungsspitze Ziele und Projekte, die große Sprünge in Reichweite rücken. Doch Unbehagen bremst irgendwann den Schwung: Teams harmonieren nicht. Und viele Changeprojekte laufen ins Leere. Es muss sich offenbar etwas ändern. „Doch was können wir tun?“ fragen sich die Verantwortlichen. Wer Werte kultiviert, kann Höchstleistungen den Weg bahnen. Hier setzen Cultural Transformation Tools (CTT) an.
Singapore CTT National Values Assessment Results Aug 2012Phil Clothier
Values assessment of 2000 Singapore citizens and residents in 2012 to support transformation dialogue in the nation. Includes workplace values assessment data too.
Run by a-advantage Consulting Singapore and Barrett Values Centre
The Challenge of Safety Leadership - Steve Skarke, Kaneka Texas Corporationmarcus evans Network
Steve Skarke, Kaneka Texas Corporation - Speaker at the marcus evans Manufacturing COO Summit 2012, held in Las Vegas, NV, April 16-17, 2012, delivered his presentation entitled The Challenge of Safety Leadership
Introduction
A company's culture is described as the personality of an organization. It guides how employees think, act, and feel at work. Research has shown that great workplaces have lower voluntary employee turnover than their competitors, are able to recruit the best employees, provide top quality customer service and create innovative products. We will discuss the importance of employee-employer culture fit on job satisfaction. You will learn to evaluate how well you fit your company’s culture and how this affects your career growth.
Connect with me at linkd.in/hdelcastillo for more information regarding upcoming courses to lead innovation to create value within your company, or prepare for an AIPMM certification, and earn PDUs.
Let me know how I can help you create and implement a product strategy and product planning process successfully within your organization to drive business growth.
Do you have the culture to support your work life strategy?
Tor Eneroth, Network Director of Barrett Values Centre and Jacqueline Gwee of aAdvantage Consulting share tools, strategies and a real life case study to help culture managers, HR professionals and change agents implement Work-life strategies effectively.
My presentation to the 2012 50 Best Managed companies in Canada conference, on employee engagement. Please contact me if you want to learn more or have me take you through the presentation.
PollinatorsInc Better Business Model Design WorkshopWe Are Arising
A workshop on design thinking, business model design and social enterprise delivered to 16 social entrepreneurs in Geraldton, Western Australia by Pollinators Inc http://www.wildpollinators.org Co-facilitated by Andrew Outhwaite, Chris Keuh, Michael Tucak and Gail Metcalfe.
Love Fear and the Destiny of Nations - KAICIID Image of the Other Conference ...Phil Clothier
Values are at the centre of all human decision making. They affect our words, our actions and how we related to each other every day. Every single decision is based on values and yet 99% of the world's population are still unconscious about their own values. When we dig below the "I'm right, you're wrong" layer of beliefs that divide groups, races and nations, we find the values layer where deep, connecting dialogue can happen.
During this interactive workshop Emilie Widarsson and Phil Clothier will be sharing methods for measuring and transforming the values, culture and consciousness of individuals, groups, organisations, communities and whole nations. We will tell stories of the challenges and successes of this work coming to life over the last 15 years with a particular focus on government and civil service dialogue in Sweden. We will also discover the three fundamental human fears that block relationships, performance and ultimately threaten the future of humanity. We will be freely sharing dialogue methods and tools that you can use in your own teams, organisations and communities.
For those who are interested in this session we would encourage you to take a Personal Values Assessment before coming to the event (useful but not essential).
www.valuescentre.com/pva
Values at the Heart of a Happier World - Barrett UK National Values Assessmen...Phil Clothier
Results of the UK National and Community Values Assessment. Launch of the UK Values Alliance and Inspiring speech from Sweden about values based community transformation.
In Partnership with Action for Happiness.
Opening speech for CTT 2012 International Conference - Cape Town 19th Sept 2012. Includes launch of Personal Values Assessment. Free assessment available to everyone on the planet to explore their own values.
America's Values: Results from the Barrett US National Values Assessment 2009...Phil Clothier
This presentation shows a comparison of the results of the USA National Values Assessment conducted by Barrett Values Centre. I shows 3 main perspectives
1) Personal values of the American people
2) The values of American organisations (current & desired)
3) The values and culture of American society (current & desired)
Leaders (national, community and organisational) are welcome to download and use this material. If you want further information from the results please contact Allyn Chambliss (Allyn@Valuescentre.com)
United Kingdom North West Barrett Values Assessment 2009 Key MessagesPhil Clothier
Values Assessment of the people of the North West of UK completed in 2009 for the North West Regional Development Agency. This would be very useful data for politicians to see and understand
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
3. National/Regional Values Assessments
Australia France Argentina
Belgium Latvia Venezuela
Bhutan South Africa
Not statistically valid
Brazil Spain (r)
Sweden Requests from
Canada United Arab Emirates
Trinidad
Switzerland Singapore
Denmark New Zealand
Israel
United Kingdom (r) Hungary
Finland Romania
Slovakia
USA Norway
Iceland Puerto Rico
Costa Rica
Columbia
Macedonia (r)
As at Feb 2012
(r) = Region
3
www.valuescentre.com
4. Organizational
transformation starts
with the personal
transformation of the
leaders
"The thing I have learned at IBM is that
culture is everything.“ Lou Gerstner
4
5. A Tale of Two Companies
Organisation A Organisation B
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
Value Level Value Level
client satisfaction 2 blame 2
making a difference 6 short term focus 1
integrity 5 internal competition 2
teamwork 4 buck passing 3
humor/fun 5 risk averse 1
quality 3 customer satisfaction 2
ethics 7 information hoarding 2
financial stability 1 profit 1
5
6. A Tale of Two Companies
Organisation A Organisation B
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
People Financial Excellence Ethics Resilience
viability
6
7. Maslow’s Needs to Barrett’s Consciousness
Self-Actualization
Know and
Know and
Understand
Understand
Abraham Maslow
Self-esteem Richard Barrett
Love & Belonging
Safety
Physiological
Needs Consciousness
7
8. Story of a Full Spectrum Organisation
Service to humanity and societal contribution
External collaboration, community involvement
Sense of purpose & strong internal community
Ongoing improvement and employee participation
High performance systems, high quality output
Positive relationships that support organisation needs
Financial viability and employee safety
8
9. 7 Levels of Organisational Consciousness
Positive Focus / Excessive Focus
Service To Humanity and the Planet
Service Social responsibility, future generations, long-term
perspective, ethics, compassion, humility
Strategic Alliances and Partnerships
Making a Environmental awareness, community
Difference involvement, employee
fulfilment, coaching/mentoring
Building Internal Community
Internal Cohesion Shared values, vision, trust, commitment, integrity,
passion, transparency, humour/fun
Continuous Renewal and Learning
Transformation Courage, accountability, adaptability, empowerment,
teamwork, goals orientation, personal growth
High Performance
Self-esteem Systems, processes, quality, best practices,
pride in performance. Bureaucracy, complacency
Employee Recognition
Relationship Loyalty, friendship, open communication, customer
satisfaction, friendship. Manipulation, blame
Financial Stability
Survival Shareholder value, profit, organisational growth,
employee health, safety. Control, corruption, greed
9
10. Cultural Entropy
Cultural Entropy measures that percentage of
fear, dysfunction, negative and destructive energy in the
organisation (e.g.
blame, manipulation, corruption, exploitation, bureaucrac
y)
40% = Crisis
10% = Healthy
10
11. Survey Questions
1) Personal Values
Please select ten of the following values/behaviours that most
reflect who you are, not who you desire to become.
2) Current Organisational Culture Values
Please select ten of the following values/behaviours that most
reflect how your organisation currently operates.
3) Desired Organisational Culture Values
Please select ten of the following values/behaviours that you
would desire for your organisation to achieve it's highest
performance.
11
12. CBT Technology (154)
Level Personal Values (PV) Current Culture Values (CC) Desired Culture Values (DC)
7
6
5
4
3
2
1
IRS (P)=7-3-0 IRS (L)=0-0-0 IROS (P)=0-0-3-0 IROS (L)=0-1-6-0 IROS (P)=1-3-6-0 IROS (L)=0-0-0-0
honesty 61 5(I) cost reduction (L) 76 1(O) client satisfaction 66 2(O)
Matches commitment 60 5(I) bureaucracy (L) 66 3(O) employee fulfilment 65 6(O)
PV - CC 0 humour/fun 53 5(I) confusion (L) 61 3(O) continuous improvement 58 4(O)
CC - DC 1
PV - DC 2 reliability 51 3(R) profit 54 1(O) effective communication 56 2(R)
enthusiasm 44 5(I) information hoarding (L) 47 3(O) teamwork 50 4(R)
Health Index adaptability 43 4(I) short term focus (L) 47 1(O) financial stability 44 1(O)
(PL)
family 37 2(R) hierarchical (L) 45 3(O) adaptability 42 4(I)
PV-10-0
CC - 3-7 integrity 34 5(I) results orientation 39 3(O) trust 38 5(R)
DC - 10-0
trust 34 5(R) client satisfaction 38 2(O) professionalism 35 3(O)
balance home/work 32 4(I) empire building (L) 36 2(R)
vision 35 7(O)
Black Underline = PV & CC Orange = CC & DC P = Positive I = Individual O = Organisational
Orange = PV, CC & DC Blue = PV & DC L = Potentially Limiting (white circle) R = Relationship S = Societal
Values Plot Copyright 2012 Barrett Values Centre May 1, 2012
14. Cost of Limiting Values
• Short-term Focus £3,489,818
• Confusion £3,178,636
• Bureaucracy (unnecessary) £1,799,618
• Empire Building £1,764,682
• Information Hoarding £1,634,045
• Sickness and Leavers £834,225
• Hierarchical £624,327
• Long Hours £187,909
• Total Entropy (potential business value) £13,504,261
Based on staff’s perception of lost productivity and opportunity.
Annual income £33,000,000 and loss of £500,000 in 2000.
Investment Leadership – Jim Ware’s book contains data showing the comparison
between healthy and unhealthy cultures and bottom line performance.
14
15. Core Values – Lived or Ignored?
Core Values (I-Care) Core Values
integrity client collaboration
compassion teamwork
accountability delivery
respect meritocracy
excellence integrity
1. accountability 1. long hours (L)
2. customer satisfaction 2. being the best
3. being the best 3. cost reduction (L)
4. commitment 4. poor communication (L)
5. compassion 5. client collaboration
6. continuous improvement 6. bureaucracy (L)
7. integrity 7. confusion (L)
8. teamwork 8. arrogance (L)
9. cost effectiveness 9. hierarchy (L)
10. respect 10. silo mentality (L)
15
16. Cultural Evolution Begins with Personal Evolution
CVA Current Culture LV A Feedback 14 Assessors
The culture of
an organisation
is a reflection
of the leadership
consciousness.
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%
1. short-term focus (L) 13 Level 1 power (L) 11 Level 3
2. blame (L) 11 Level 2 blame (L) 10 Level 2
demanding (L) 10 Level 2
3. manipulation (L) 10 Level 2
manipulative (L) 10 Level 2
4. caution (L) 7 Level 1
experience 9 Level 3
5. cynicism (L) 7 Level 3
controlling (L) 8 Level 1
6. bureaucracy (L) 6 Level 3
arrogant (L) 7 Level 3
7. control (L) 6 Level 1
authoritarian (L) 6 Level 1
8. cost reduction 5 Level 1 exploitative (L) 6 Level 1
9. empire building (L) 5 Level 2 ruthless (L) 6 Level 1
10. image (L) 5 Level 3
11. long hours (L) 5 Level 3
16
17. Cultural Evolution Begins with Personal Evolution
CVA Current Culture LV A Feedback 27 Assessors
The culture of
an organisation
is a reflection
of the leadership
consciousness.
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
17
18. Cultural Evolution – Whole System Change
Values Behaviors
Personality Character
Individual
Individual values and beliefs Individual behaviors
Personal Alignment
Values Mission
Alignment Alignment
Collective
Structural Alignment
Culture Social Structures
Group values and beliefs Group behaviors
18
Thank you Ken Wilber
19. Whole Systems Change – Preparation Phase
2. Baseline measurement (CVA) 3. Revisit the
1. Commitment from leadership
of the organisation & creation of existing vision
to the transformation process
performance scorecard & mission or
engage in the
4 why’s process
to create one
4. Define core
How can we remain adaptable? values
& behaviours
How can we position in the
organisation
ourselves for the future?
5. Develop the compelling
How can we build our Reasons for change
long-term resilience?
19
20. Whole Systems Change: Implementation Phase
6. Personal Alignment 7. Structural Alignment 8. Values Alignment
Begins with the New employee/ Integrate the core
leadership team and Executive selection values and behaviours
later expands to the of the organsiation
larger leadership group New employee/ into the executive and
including managers and Executive orientation employee population.
supervisors
Employee/executive
performance evaluation
Why?
Employee/executive
promotion criteria 9. Mission Alignment
Talent selection and
development programmes
Management
development programmes Integrate the vision
and mission of the
Leadership development organisation into the
Programs executive and
employee population.
Values Awareness
programmes
20
22. Bank Example
Exec Team Current Culture Employee Current Culture
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
IROS (P)= 3-3-4-0 | IROS (L)= 0-0-0-0 IROS (P)= 0-1-3-0 | IROS (L)= 0-2-5-0
1. being the best 8 3(O) 1. long hours (L) 314 3(O)
Matches
1 2. accountability 5 4(R) 2. being the best 295 3(O)
3. client satisfaction 5 2(O) 3. cost reduction 286 1(O)
4. honesty 5 5(I) 4. poor communication (L) 280 2(R)
5. teamwork 5 4(R) 5. client first 268 6(R)
6. achievement 4 3(I) 6. bureaucracy (L) 263 3(O)
7. brand image 4 3(O) 7. confusion (L) 255 3(O)
8. excellence 4 3(I) 8. arrogance (L) 252 3(R)
9. staff engagement 4 5(O) 9. hierarchy (L) 250 3(O)
10. trust 4 5(R) 10. results orientation 243 3(O)
11. silo mentality (L) 243 3(O)
Orange = Values match P = Positive I = Individual
L = Potentially Limiting R = Relationship
(white circle) O = Organizational
S = Societal
Copyright 2008 Barrett Values Centre
23. Latvian Russian
Desired Culture Desired Culture
caring for elderly economic growth
economic growth caring for elderly
concern for future generations affordable housing
job security concern for future generations
environmental awareness job security
caring for the disadvantaged social justice
affordable housing caring for the disadvantaged
education environmental awareness
honesty human rights
prosperity material wealth
24. Democrat Republican
Personal Values Personal Values
caring family
family caring
humor/ fun honesty
honesty responsibility
friendship humor/ fun
responsibility accountability
compassion respect
respect positive attitude
accountability integrity
positive attitude friendship
Editor's Notes
+25% return on assets vs -80% return on assestsSmall staff turnovervs 50%+ staff turnover
+25% return on assets vs -80% return on assestsSmall staff turnovervs 50%+ staff turnover
The story of a full spectrum organisation.1. Imagine a company that is conscious and fair in the way it sets prices and pay. Because it has moved beyond fear driven greed is it now profitable, financially stable and creates a good shareholder return. It also provides safe and comfortable working conditions for its people.2. When people walk into the office each day they smile and greet each other warmly. There is a healthy sense of respect and customers feel well looked after.3. The organisation invests in high performing systems. It trains it’s people to be excellent at doing their jobs and the staff are proud to tell others who they work for.4. This is an organisation that moves forward through innovation and continuous improvement. It has the adaptability and resilience to weather tough times. People feel empowered and have the courage to ask the tough questions, it is OK to make mistakes.5. People feel inspired by the vision and values. There are high levels of trust and a deep sense of purpose, fun and team spirit6. This is a collaborative working environment for staff, customers, suppliers and the community where people focus on win-win for all concerned. The investment in leadership development means that leaders are making a sustainable difference inside and outside the organisation.7. For this group, ethics is not about compliance but truly doing what they believe is right, deep down in their hearts. There is a knowing that by doing their jobs, people are serving society & future generations.