The culture of an organisation is the direct reflection
of the personal consciousness of its leaders.
Therefore, cultural transformation or whole system change cannot occur without a change in the behaviours of the leaders. This is why we recommend that organizations begin by mapping the values of the senior executives before they map the values of employees. At the heart of the Cultural Transformation Tools ® lies the Seven Levels of Consciousness model developed by Richard Barrett. The model is used to map the personal values of employees and their perception of the current and desired culture values of the organisation. The model is also used to map the values of teams and any other group of individuals who share a common heritage or purpose.
The Cultural Transformation Tools consist of a series of assessment instruments that map the values of individuals and groups to the Seven Levels of Consciousness model.
The following assessment instruments are available:
Individual Values Assessment (IVA)
The Individual Assessment instrument is frequently used by coaches to support individuals in their personal transformation. The assessment instrument measures the degree of alignment between an individual’s Personal Values and their perception of the Current Culture and Desired Culture of the organization where they work. The results are plotted against the framework of the Seven Levels of Personal and Organisational Consciousness.
Team Values Assessment (TVA)
The Team Values Assessment is used to map the values and measure the consciousness of small groups or teams. The assessment instrument measures the degree of alignment between team members’ perception of the Current and Desired Culture values, and between the team members’ Personal and Current Culture values. It also measures the level of cultural entropy. The alignment of the Current Culture with the team’s espoused values can also be measured. The results are plotted against the framework of the Seven Levels of Personal and Organisational Consciousness. Individual plots for each team member can be provided.
Corporate Values Assessment (CVA)
The Corporate Values Assessment is used to measure the consciousness and map the values of the overall organisation as well as different staff levels, business units, locations, regions or determine demographic differences. The Corporate Values Assessment can be used in small, medium and large organisations. The results are plotted against the framework of the Seven Levels of Personal and Organisational Consciousness.
Leadership Values Assessment (LVA)
The Leadership Values Assessment is a 360-degree feedback instrument that compares a manager’s perception of his or her operating values against the perception of his or her superior, peers and subordinates. The results are plotted using the framework of the Seven Levels of Leadership Consciousness. This assessment is typically followed up by a two-hour feedback session and the development of a personal action plan.
Values Plot Diagram: Shows the alignment of the participant’s values and the top assessor’s values according to the Seven Levels of Leadership Consciousness. Also shown are the ratio (PL) of positive values to potentially limiting values, and the ratio of values types (IRO) – individual, relationship and organisational. The number after each value represents the number of votes for that value. Each value is represented by a red dot (positive) or white dot (potentially limiting).
Each potentially limiting value is followed by a letter “L”.
Values Distribution Histogram: Values Distribution Histogram: Compares the percentage distribution of all votes (positive and potentially limiting) for the participant and the assessors’ values according to the Seven Levels of Leadership Consciousness. Also shown is the level of leadership entropy.
Merger Compatibility Assessment
The Corporate Values Assessment can be used to prepare a Cultural Due Diligence report. Culture Assessments are carried out for each company involved in a merger or acquisition using a common template of values. The Personal, Current Culture and Desired Culture values of the two organisations are compared to determine the similarities and differences between the two cultures. A compatibility assessment report is produced to highlight the key issues that should be addressed in implementing the cultural aspect of the merger.
Client Assessment of Corporate Values
This instrument is used to identify client, customer or other interested parties (Board of Trustees) perceptions of an organisation’s culture.
Employee Exit Assessment
This instrument is used to measure exiting employees’ perceptions of the organisational culture. This is used to monitor the reasons for departure, especially when there is a high turnover of employees.