Recent Posts
PVanMeer.LCallewaert – Experiencing 7 Levels Consciousness
PVanMeer.LCallewaert – Experiencing 7 Levels Consciousness
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BDewandre-LCallewaert. Information Technology as Catalyst-1
BDewandre-LCallewaert. Information Technology as Catalyst-1
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Else Nollet.Dynamic Approach in Statoil Coordination Center
A dynamic approach
in Statoil Coordination Center
Hello !!
Let’s warm up…
SCC, a dynamic entity
Memories, images
Barvaux
Training Management Team
Solhof
Training all team members
Difficulties
After the training
And now… in SCC
Working with the RB-Model
Feedback from participants
Working with the RB-Model
Some remarks from participants
Reflection of participants
Important elements...
CTT Client List
Companies, Not-for-profit
Organizations,
Schools and Government Agencies
USA
Adams Street Partners, IL (Finance)
Advest, CT (Finance)
Allstate Insurance, Northbrook, IL (Insurance)
American Red Cross, NY (Not for Profit)
American University, Classroom Cohort, DC (Education)
AOCOO-HNS (Medical Association)
APPA, Alexandria, VA (Education)
Asbury, Pittsburgh, PA (Healthcare)
Austin Energy, Austin, TX...
Tags: CTT Client List
Bank Leverages Cultural Transformation Tools
One of the World’s Top 100 Banks Leverages
Cultural Transformation for Competitive Advantage
ANZ takes relationship building to a level rarely seen in business, to generate extraordinary results and a virtually unassailable leadership position
As Australia’s largest financial institution, ANZ was already enjoying success from performance improvement initiatives started in 1997. By 2000, ANZ decided...
Leadership & Culture in the Investment Industry
Leadership and culture in the Investment Industry
Since founding Focus Consulting Group in 2001, Jim Ware has been preaching the gospel of cultural transformation to investment companies throughout North America. Building on his decades of industry experience, Ware has become a firm believer in the concept of culture as an underpinning of competitive advantage in business. With the help of CTT (Cultural...
Cultural Transformation at a Major Hospital
Quantifiable Performance Improvements Based
On Cultural Transformation at a Major Hospital
In 1997, the board members of The Methodist Hospital in Houston, Texas committed to revitalizing the mission of the organization with a renewed focus on creating a spiritual caring environment, and they wanted to make it measurable. Achieving this goal became a truly transforming exercise for all facets of the...
Case Study: TMSi Logistics
Industry: 3rd Party
Logistics Provider/
Supply Chain
Management
# of Employees:
1300
Annual Revenue:
$140,000,000 USD
Offices:
1 Corporate Office
2 Corporate Support
Offices
15 Warehouse Locations
Country: USA
Integrating Values from the Boardroom to the Factory Floor
November 2009
THE SITUATION
For over 15 years, TMSi Logistics, a highly respected Top 100
national logistics firm and Inc. 5000 company,...
Case Study: Blackhawk Healthcare
Industry: Healthcare
Offices:
1 Corporate Office
3 Rural Hospitals
Country: USA
The Situation
Mangum Community Hospital was on the brink of closure due to an operating loss of approximately $500,000 for the fiscal year 2005. Around this same time, Blackhawk Healthcare, an organization committed to providing quality healthcare in rural areas, stepped in to acquire the struggling hospital. Blackhawk...
Culture Risk-David Gebler
Does Your Culture Measure Up?
Today’s Objectives
Why Measure Culture?
Culture Trumps Compliance
The SEC is Looking at Culture
The DOJ is looking at culture
Sentencing Guidelines
Federal Sentencing Guidelines
Changes in the Guidelines
What do we “assess” and “evaluate”?
What are the critical measurements?
Rules & Policies
What’s Below the Surface?
What does the Board really...
Naar een waardengedreven organisatie
Meer dan 85 percent van de managers
geloven dat werknemers een organisatie
verlaten omdat ze aangetrokken
worden door meer loon of betere
voorwaarden in een ander bedrijf. De realiteit
is anders. “Volgens een recente studie
schrijven tachtig percent van de medewerkers
die opstappen hun vertrek toe aan gebrekkige
managementpraktijken en een onbevredigende
cultuur in de organisatie die ze verlaten”,...
Building A Values–– Driven Organisation
SALLIE LEE AND JOAN SHAFER
A cohesive culture based on values is rapidly becoming
one of the most important criteria for business success.
Many organisations have chosen core values and have
not had the expected results they imagined.
Understanding the personality and strengths of a culture––
its motivating drivers––the stories that illuminate the
values, and the directions that the employees...
INTEGRATING VALUES WITHIN A UNIVERSITY CULTURE
INTEGRATING VALUES WITHIN A UNIVERSITY CULTURE
Professor Peter Smith
Dean of School of Computing and Technology, University of Sunderland
Guy Tunnicliff
Director, Integration International
Abstract
The integration of shared organisational values is at the heart of many successful organisations.
This involves achieving alignment between individual and organisational values through dialogue
and feedback...
Cost of Limiting Values setup bvc
Step 1
Step 2a
Step 2b
Step 3
Step 4
Step 5
Step 6
Step 7
Potentially Limitng Values – Survey Data form
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PLV...
Potentially Limiting Values Surveys Working with PLVs
Cost Analysis Survey
The Cost Analysis survey is designed to get a feeling for the size of financial loss that the potentially limiting values are placing on an organization. This is particularly effective when members of a group do not think that the PLV’s have any significant meaning. Doing a bottom line analysis often gets their attention.
This research into the cost of PLV’s was initiated from...
Presenting CTT Results
Building a Values-Driven Organisation:
A Whole-System Approach to Cultural Transformation
Core Issues for Business
The New Operating Reality
Resilience
Impact of strong adaptive culture
Impact of strong adaptive culture
Research on resilient companies
Financial returns from resilient companies
Balanced Scorecard – Resilient Companies
The Iceberg Balance Sheet
ANZ Bank Australia: Share...
Tags: CTT Results, Presenting CTT
Cultural Values Assessment Analysing Results
Objectives
To see what the profile tells you about these people and their organisation in each of the perspectives (personal values, current culture, and desired culture).
To see if there is alignment between any, some, or all three profiles. And if not, why not?
DOT PLOT
Look at each profile and see what the distribution of dots tells you – predominance at any one level? Blanks...
Individual Values Assessment Analysing Results
Objectives
To see what the profile tells you about this person and the organisation in each of the three perspectives (personal values, current culture, and desired culture).
To see if there is alignment between any, some, or all three profiles. And if not, why not?
Look at each profile and see what the distribution of dots tells you – predominance at any one level? ...
Espoused Values Analysis Example
Espoused Values Analysis
This analysis shows the degree to which the espoused values are lived in the Current Culture and supported in the Desired Culture.
It also highlights espoused values which are of personal importance to this group.
* Percent is of the total number of participants. The Differences in red are negative.
ESPOUSED VALUE
CC VOTES
Percent*
DC VOTES
Percent*
Difference*
Appears...
Cultural Data Report Example
ABC Services
Summary
Values Plot
Values Distribution
Positive Values Distribution
Cultural Entropy
Business Needs
Entropy Table
Values Jumps Table
Read More →
University Industry Examples
University Examples
Example 1 – Less than 20% entropy
Values Plot
Values Distribution
Positive Values Distribution
Cultural Entropy
Business Needs
Example 2 – Greater than 20% entropy
Values Plot
Values Distribution
Positive Values Distribution
Cultural Entropy
Business Needs
Read More →
CTT Airline Examples
Airline: Department (Admin Finance)
Cultural Data Report
Summary
Values Plot
Values Distribution
Positive Values Distribution
Cultural Entropy
Business Needs
Entropy Table
Airline: Department (Cabin Crew)
Cultural Data Report
Summary
Values Plot
Values Distribution
Positive Values Distribution
Cultural Entropy
Business Needs
Entropy Table
Airline: Department (Flight Ops)
Cultural Data...
Tags: Airline Examples, CTT Airline
Leadership Values Assessment Bill Smith
Strengths
The following, in no special order, represents concurrence on what your assessors wrote as your strong points:
Creativity
Broad knowledge base
Experience
Ability to deliver on objectives
Open and honest approach
Analytical ability
Driven
Relationship building
Alignment of Values
Your values are distributed across four of the seven levels of consciousness with predominance at level 5 –...
Making the most of your Merger
Why Mergers Fail To Live Up To Expectations
Research suggests that between 60-80% of mergers fail to live up to initial expectations. There are several key reasons for this and one of the biggest reasons is the failure of the leadership of the new company to integrate the two distinct cultures to create one organisation. So what is a culture? Simply, it is the expression of the beliefs, values,...
Tags: Merger
Cultural Comparison Report
Benefits of Merger Culture Analysis
More than 60% of mergers and acquisitions fail because insufficient attention was paid prior to the merger of developing a plan to accommodate the integration of the different cultures. Leaders are typically unaware of the behavioral dynamics that are driving the different cultures and the aspirations of the employees relative to the development of the company. Understanding the nature of the merging...
Cultural Values Assessment Skopje Statistical Region
Overview
CURRENT STRENGTHS OF Skopje Statistical Region
The Personal Values of the people in the Skopje Statistical Region show that they demonstrate:
Openness and support in their relationships
Being dependable and having a strong drive to realise their goals
Envisioning different approaches to living and being
Taking care of themselves and others in their lives
Their top value is “family”....
Tags: Cultural Values, Values Assessment
Culture Values Assessment Example Group: Gender (Female)
Section 1: Personal Values
What is important to the women of Example Group?
From an analysis of the top Personal Values chosen by the people in your organisation, we can learn what unites these people, what they share and what they collectively draw from when making decisions in their lives.
Key themes
· Passion and ‘can do’
· High standards
· Open dialogue
· Creating positive change...
Tags: Culture Values, Values Assessment
Culture Values Assessment Example Group: Gender (Male)
Section 1: Personal Values
What is important to the men of Example Group?
From an analysis of the top Personal Values chosen by the people in your organisation, we can learn what unites these people, what they share and what they collectively draw from when making decisions in their lives.
Key themes
Taking responsibility and delivering results
Creating positive change
High standards
The Seven...
Tags: Culture Values, Values Assessment
Culture Values Assessment Example Group
Executive Summary
CURRENT STRENGTHS OF Example Group:
The Personal Values of the people working for your organisation show that they demonstrate:
Passion and dedication
High standards
Desire to create positive change
Their top value is commitment.
Their strong focus at Level 5 – Internal Cohesion illustrates their ability to bring purpose and skills to create connection with others.
The Current...
Tags: Culture Values, Values Assessment
Top 20 Values List
When multiple values have the same number of votes, this may result in more or less than 20 values being shown in the tables.
Personal Values
Votes
Value Name
87
teamwork
85
honesty
85
passion
84
creativity
81
humor/fun
66
ambition
63
high standards
55
accountability
53
enthusiasm
52
loyalty
50
efficiency
50
positive attitude
46
challenge
43
family
40
collaboration
40
continuous...
Tags: Values List
National Values Assessment Screen Shots
Screen 1- Instructions
Screen 2- Demographics Questions
Screen 3- Personal Values Selection
Screen 4- NATIONAL Current Culture Values Selection
Screen 5- Desired NATIONAL Culture Values Selection
Screen 6- CURRENT ORGANISATIONAL Culture Values Selection
Screen 7- DESIRED ORGANISATIONAL Culture Values Selection
Read More →
Tags: National Values, Values Assessment
Understanding Complexity
With the current economic and political situation the world has become volatile and complex.
This affects individuals, companies, and countries alike.
What to do in such situations requires experience and cool headed leaders.
This short presentation tries to show how things can move quickly, how one issue leads to another and how it should be handled.
Read More →
Individual Values Assessment Screen Shots
Screen 1- Instructions
Screen 2- Name Field
Screen 3- Personal Values
Screen 4- Current Culture Values
Screen 5- Desired Culture Values
Read More →
Leadership Values Assessment French Screen Shots
Screen 1- Instructions
Screen 2- Authentication/Name
Screen 3- (ASSESSEE) Leadership Values
Screen 4- (ASSESSEE) Strengths, Development Areas, Actions
Screen 3- (ASSESSOR) Leadership Values
Screen 4 – (ASSESSOR) Strengths, Development Areas, Feedback
Read More →
Leadership Values Assessment Screen Shots
Screen 1- Instructions
Screen 2- Authentication/Name
Screen 3- (ASSESSEE) Leadership Values
Screen 4- (ASSESSEE) Strengths, Development Areas, Actions
Screen 3- (ASSESSOR) Leadership Values
Read More →
Cultural Values Assessment Screen Shots
Screen 1- Instructions
Screen 2- Demographics Questions
Screen 3- Personal Values Selection
Screen 4- Current Culture Values Selection
Screen 5- Desired Culture Values Selection
Read More →
How to complete the assessment project form
How to complete this form – video presentation. copy and paste this link to your browser:
https://www.valuescentre.com/home.nsf/projectform?OpenPage
Read More →
Tags: form
Assessment Sample Size Calculator
Calculator
Calculator 1. (prefered) Raosoft Sample Size Calculator – http://www.raosoft.com/samplesize.html
Calculator 2. sample size calculator: http://www.surveysystem.com/sscalc.htm
Article to describe confidence levels in intervals
http://www.ellisonresearch.com/Articles/Article20.htm
Read More →
Tags: Calculator
Values Assessment Process
1. Download Assessment Project Form from My CTT and email
completed form, customised template and demographics to
ctt@valuescentre.com to initiate a new assessment.
2. When customising a values template it important to consider the
following aspects:
a. All key values are included, particularly appropriate
potentially limiting values
b. Language is correct, e.g. “customer satisfaction” versus
“client...
CTT Values Assessment Survey
Custom Front Page Form
Please email this form 1 week prior to your assessment survey start date to ctt@valuescentre.com
Please select your colours from this, or any Internet approved, hexadecimal colour chart. (PLEASE NOTE: Colours shown may not be accurate due to differences in computer monitors and printer settings.)
Read More →
Tags: hexadecimal colour chart
Introducing the Assessment
NOTE: Starting a survey on Friday works better than starting on a Monday in getting more responses.
Here is a sample letter/email to send to prospective participants. This is most effective if it comes from the CEO or a senior executive:
Dear _____________
Welcome to the XXXX Corporate Culture Assessment! We need your help for XXX to become the kind of company each of us would like it to be –...
Letter to Introduce an LVA
LEADERSHIP VALUES ASSESSMENT
I am inviting you please to complete a Leadership Values Assessment for me. This is a web-based survey, which will give me an opportunity to see what my operating values and behaviors are to the “outside” world; my strengths, my areas of improvement; and general feedback.
What you write in specifically is confidential and will not be shown to me unless you give...
