Corporate Culture - measuring and managing it
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The document outlines the importance of corporate culture and a values-based approach in enhancing organizational performance and employee satisfaction. It emphasizes that effective leaders should manage shared values to create an empowering workplace environment, reduce fear, and foster trust. The mission of the organization is to support companies in developing responsible cultures that benefit all stakeholders while providing tools for measuring and managing these values.
Corporate Culture - measuring and managing it
- 1. CORPORATE CULTURE a values-based approach Powerful metrics that enable leaders to measure and manage cultures In partnership with
- 2. We believe in realising HUMAN POTENTIAL in an empowering WORKPLACE CLIMATE
- 3. WHO ARE YOU? WHY ARE YOU HERE? WHAT IS YOUR PURPOSE? “...in our research, we found the visionary company was guided more by a core ideology - core values and a sense of purpose in building their company - beyond just making products and money” - Jim Collins, author of “Good to Great” “The real role of the leader is to manage the values of the corporaHon.” - Tom Peters author of “In Search of Excellence”
- 4. WE believe • that people perform be-er when they can bring their whole selves to work • that organisa7ons work be-er when they build values- driven cultures that benefit their people, their customers and society. • that to manage your culture you must first measure it. We believe that shared values connect human beings beyond race, gender or poli8cs. We believe that human communi8es grow and evolve when you reduce fear, build trust and increase shared understanding. We believe that values are a powerful language for realising human poten8al in an empowering workplace climate. We bring passion and commitment to furthering and deepening collec8ve understanding.
- 5. OUR VISION We offer our partnership to our clients who seek to contribute to a sustainable economy in the best interest of all players, by co-creaHng a responsible and performing culture. OUR MISSION Accompany is an expert external resource for consciously responsible organisaHons seeking to enhance their human and cultural capital and to contribute to an ethical and sustainable economy. OUR VALUES Excellence Reliability Adaptability Making a difference Ethics OUR PHILOSOPHY We believe organisaHons find their best and sustainable interest when they become able to simultaneously cater to the needs of -themselves - survive, prosper and grow, become centres of excellence in all respects -their employees - earn a comfortable life, have empowering human interacHons, find an empowering work environment that enables them to realise their full potenHal -human society - be provided with useful products and services from organisaHons, have an economic environment offering meaningful places for people to work and develop.
- 6. • Team and organisa8onal development • Cultural awareness in Mergers/ Acquisi8ons • Increased employee energy, empowerment and engagement • Values driven leadership • Ethics, compliance and risk management POTENTIAL benefits
- 7. ... ARE WHAT WE REFER TO FOR MAKING DECISIONS. OUR VALUES MOTIVATE OUR ACTIONS AND BEHAVIOURS. VALUES CAN BE POSITIVE (RESPECT, TRUST, OPENNESS) OR LIMITING (BLAME, BUREAUCRACY, CONTROL). LIMITING VALUES NOT ONLY CREATE DYSFUNCTION IN OUR LIVES, THEY ALSO CREATE CULTURAL ENTROPY. Outputs and outcomes are tangible and easy to measure and manage. Beneath the surface lie our values, beliefs, a@tudes and prejudices. These are the factors that make up our culture, and the difference between success and failure. These are the things we enable you to measure. VALUES
- 8. GET connected Let’s talk! WHY IS CULTURE IMPORTANT? A 2003 Harvard Business School study reported that culture has a significant impact on an organisaHon's long- term economic performance. Adkins and Caldwell (2004) found that job saHsfacHon was posiHvely associated with the degree to which employees fit into both the overall culture and subculture in which they worked. OrganisaHonal culture also has an impact on recruitment and retenHon. WHEN IS THE RIGHT TIME? A mismatch of the organisaHon’s perceived culture and what employees feel the culture should be is related to a number of negaHve consequences including lower job saHsfacHon, disengagement, general stress, and costly turnover. DeterioraHng company performance and an unhealthy work environment are signs of an overdue cultural assessment. VALUES BASED LEADERSHIP “ Clarifying the value system and breathing life into it are the greatest contribuHons a leader can make.” Peters and Waterman, “In Search of Excellence: Lessons from America’s best run companies”, 1983 “The excellent companies developed cultures that incorporated the values and pracHces of their great leaders, and those shared values can be seen to survive for decades.” Tom Peters “In Search of Excellence: Lessons from America’s best run companies 1983
- 9. WHAT WE CAN DO FOR YOU We are fully equipped to set up and run a Values Assessment with your organisaHon (up to 30.000 people) or your team (up to 20 members) and to accompany your senior team and your department leaders in extracHng the highest sustainable value from the results towards a cohesive, empowering and high-performing culture. ACCOMPANY AND BARRETT VALUES CENTRE Accompany is CTT cerHfied (level 2) and an affiliate of the Barre Values Centre network.
- 10. accompany is CTT cerHfied and an affiliate of the Barre Values Centre network consisHng of 4000 trained users in over 80 countries. Here are a few examples of values assessments conducted by the network. Iceland Na7onal Values Assessment indicated cri7cal issues one month prior to 2008 crash A Selec7on of Client Engagements around the globe South Africa Nedbank has measured and managed organisa7onal culture annually since 2005. Sweden Volvo IT trained 500 Cultural Ambassadors as part of their global culture plan. China China Mobile: our largest Values Assessment to-date with 86,000 par7cipants Bhutan Bhutan has the least amount of entropy (perceived dysfunc7on) in a Na8onal Values Assessment Australia/ New Zealand Joint study with Hewi- links culture to financial performance. United Arab Emirates Emirates Ins7tute for Advanced Science & Technology measures their organisa7onal values. Brazil Unilever Brazil revenues rise with culture management. United Kingdom Richard Barre- presents at Oxford Business School. United States TMSi integrates values from the boardroom to the factory flow. Canada Royal Roads University offers a graduate cer7ficate in values-based leadership.
- 11. WHY values? People typically measure and manage goals, strategies, outputs, and outcomes. We help you measure and manage your values and your culture.
- 12. A short exercise for you Values, Beliefs & Behaviours Please choose 3 values that are important in your life. (one for each box below) What are your beliefs behind this value? What behaviour(s) do you exhibit relative to this value? Accountability Achievement Ambition Balance (home/work) Clarity Commitment Community involvement Compassion Competence Conflict resolution Continuous learning Cooperation Courage Creativity Dependability Enthusiasm Environmental awareness Efficiency Ethics Excellence Fairness Family Financial gain Forgiveness Friendships Future generations Generosity Health Honesty Humility Humour/fun Independence Integrity Initiative Intuition Job security Listening Logic Making a difference Mission focus Open communication Openness Perseverance Personal fulfilment Personal growth Power Quality Respect Responsibility Risk-taking Safety Self-confidence Self-discipline Success Trust Vision Wisdom Possible values - please feel free to choose values not on this list
- 13. OUR assessments HOW DO YOU DO THE ASSESSMENTS? Your employees answer three simple questions by selecting values from a list. Results are mapped to the Seven Levels of Consciousness model and deliver a comprehensive cultural diagnostic. Detailed reports are provided for each demographic group. HOW LONG DOES IT TAKE? The assessment process takes about six weeks, from customisation of the values list, survey set-up, two weeks time-window for collecting answers, report writing and feedback / shared analysis workshop. CAN WE AFFORD THIS? A streamlined process making effective use of online technology and a pricing structure that makes your cost independent from the number of individual participants gives us confidence that you will be pleasantly surprised by our quote. WE WORK WITH BOTH INDIVIDUALS AND GROUPS 1. INDIVIDUAL INDIVIDUAL VALUES ASSESSMENT - IVA How aligned are you with the culture and values of your organisation and with the work you do? Do you think the organisation is on the right track? These questions and more are answered with an Individual Values Assessment (IVA). LEADERSHIP VALUES ASSESSMENT - LVA Do you know what others appreciate about you? Do you know what advice your boss, peers and subordinates can offer you to improve your leadership style? Do you know how you are contributing to the cultural entropy of the organisation? The LVA compares your own perception of your operating style with the perception of your superiors, peers and subordinates. Emphasis is placed on your strengths, areas for improvement, and opportunities for growth. OTHER QUESTIONS? valuesassessments@accompany.lu or +352 26202283 2. GROUP CULTURAL VALUES ASSESSMENT - CVA The CVA provides you with detailed understanding of the personal motivations of employees, their perception of your organisational culture, and the direction the organisation should be heading. The CVA provides a road map for achieving high performance, full-spectrum resilience and sustainability. SMALL GROUP VALUES ASSESSMENT - SGA The Small Group Assessment is a cost effective way to map the values of a team or group culture of twenty people or less. ESPOUSED VALUES ANALYSIS (EVA) The Espoused Values Analysis can be used as an add-on to the Cultural Values Assessment (CVA) or Small Group Assessment (SGA) to measure to what extent the chosen core values of the organisation are present in the current culture, and to what extent employees are aligned with them. WHAT ARE YOUR QUESTIONS?
- 14. Cultural Values Assessment WriUen Analysis ValuesPlot Common Good - Transforma8on Self InterestPosi8ve Values AssessmentValues Distribu8on Organisa7onal Values Assessment The Organisa7onal Values Assessment provides detailed cultural diagnos7cs to plan and manage your change ini7a7ves, cultural transforma7on programmes, merger compa7bility, diversity interven7ons, talent management and leadership development ini7a7ves, and customer feedback.
- 15. Leadership Values Assessment The Leadership Values Assessment is used to increase leadership effec7veness through 360 awareness and to improve hiring and evalua7on. Leadership Values Assessment Leadership Values Distribu8on