People want to be part of something bigger than themselves. They want to know their lives make a difference. People commit themselves at a deeper level when they feel like they are a good fit within their organization. We will not stick around long if we feel like we do not belong.
Can you create an environment that produces committed team members or ones that merely comply? Which do you prefer?
In Corporate Culture and Performance, John P. Kotter and James L. Heskett show that companies with strong adaptive cultures based on shared values outperformed other companies by a significant margin. Over an eleven-year period:
• Companies that emphasized all stakeholders grew four times faster.
• These companies had job creation rates seven times higher.
• Stock prices that grew 12 times faster.
• Profit performance that was 750 times higher.
In Impending Crisis, Roger Herman, Tom Olivo, Joyce Gioia, state that when companies carefully articulate their core values and beliefs the evidence shows that the average employee turnover is significantly lower, and the bottom third of the performers move up to the middle third.
In The Leadership Challenge, James Kouzes and Barry Posner, state that people who have the greatest clarity about both their personal and organizational values have the highest degree of commitment to an organization.
More than 85% of managers believe employees leave because they have been pulled away by "more pay" or "better opportunity." Yet, more than 80 percent of employees say it was "push" factors related to poor management practices or toxic cultures that drove them out.
Source: The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late Leigh Branham - Jan 2005
The mystery for many companies is how do you get your arms around this thing called culture. We offer a framework to measure and manage it. In 1997, an innovative set of assessments that map the values of individuals and organizations was developed called the Cultural Transformation Tools (CTT). The CTT assessment is a detailed diagnostic report of an organizational culture and a roadmap for continuous improvement. The Cultural Transformation Tools are based on the Seven Levels of Consciousness Model. The tool measures the degree of alignment or misalignment between the personal values of the employees with those of the current culture of the organization, and those of the current culture with the desired culture.
In 2000, a noted Australian Bank used the CTT assessment to understand its current values and to begin work on a program of cultural transformation. Between 1999 and 2004, the level of employee satisfaction rose from 49% to 85%. The shift in values was accompanied by a significant improvement in shareholder value and profitability.
The Corporate Culture Assessment is used when there is a need to measure the consciousness and map the values of different staff levels, departments, locations, and regions or determine demographic differences. The Corporate Culture Assessment can be used in small, medium, and large organizations. The results are plotted against the framework of the Seven Levels of Consciousness. Click here for more information. View Report PDF
There are a couple of ways that you bring this into your organization. You can hire Team Performance to carry out the assessment for you or you can train your internal or external consultants via the internet.
CTT Models and Tools eLearning is conducted live via the internet. The workshop is conducted over four sessions lasting 2 hours and 30 minutes each. It is designed to train consultants, change agents and human resource managers how to use the Cultural Transformation Tools. Participants are involved in lecture, web discussion and will also have the opportunity to interact during and between classes. This is an accreditation course to become a Certified User of the CTT Models and Tools. This online course offers the benefit of reduced environmental costs of travel and the ability to be trained from your home or office
Click to learn more and enroll in training. PDF
Organizational transformation begins with personal transformation of the leaders.
The culture of an organization is a direct reflection of the personal styles of its leaders. It takes the leaders being aligned and on the same page for it filter through out the organization. We recommend mapping the values of the leaders to see what needs to happen to support consistency and transformation.
 The Leadership Values Assessment involves carrying out a 360-degree survey for the leadership group and providing coaching for every member of this team. It starts by focusing on individuals’ positive leadership qualities and highlights the issues they need to address to achieve their potential and to grow as leaders. The CEO or the leader of the organization must be willing to commit to his or her own personal transformation in order to change the culture. The leaders must be the change they want to see. The results are plotted using the framework of the Seven Levels of Leadership Consciousness. This assessment is usually followed up by a two-hour feed back session and the development of a personal action plan. View Report. PDF
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