These sheets povide guidance notes to help people analyse the results of an IVA or CVA
Important note: CTT assessment should not be handed over to clients for self analysis without some level of support from a CTT trained consultant.
· 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?
1. Look at each profile and see what the distribution of dots tells you – predominance at any one level? Blanks in others? A distribution across the various levels? What are the dots saying?
2. Check the PL (Positive – Potentially Limiting) indices. An optimum result would be 10-0 or 9-1. If there is more than 1 limiting value in a list, what does this say to you?
3. What do the limiting values themselves say? Which ones concern you the most? Which ones should be addressed first and how or with what?
4. What are the reasons behind each of the Potentially Limiting values? What can the people do to change this?
5. Look at the IRS and the IROS (Individual, Relationship, Organisational, Societal) indices. Are there any indices that have zeroes in them? e.g. 8-2-0 or 2-0-7-1? If so, what might be missing in actuality? Which group has the strongest focus? Why?
6. What are the themes in each list values-wise? Themes are groups of words that provide deeper meaning when seen together. What do these themes tell you about this organisation? e.g. a desired culture with leadership development, vision and long term perspective would be a call for clear direction and strong leadership.
7. What are the main themes of the overall results in all three lists?
8. What is missing word-wise from the lists? For example, the current culture may be dominated by organizational values but people and relationship words may be missing.