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Introducing Cultural Transformation
LeadershipCommitment to
Develop Cultural Capital
Leadership Team
Development
Leadership Coaching
IndividualAssessment
IndividualAssessment
TeamAssessment
TeamAssessment
Corporate Culture
Assessment
Corporate Culture
Assessment
Vision, Missionand Values
Leadership Values
Assessment
Leadership Values
Assessment
Derivation of Consciousness Model
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Maslow’s Hierarchy of Needs
Self Actualization
Self-Esteem
Belonging
Survival
Service
Making a Difference
Internal Cohesion
Spiritual Needs
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6
5
4 Transformation
Derivation Personal Consciousness Model
Expansion of Maslow’s model to give more definition to spiritual motivations.
Substitute “states of consciousness” for “hierarchy of needs.”
Each state of consciousness focuses on specific beliefs, values and behaviors associated with the particular life theme.
Cultural Transformation Tools
Key Attributes:
• Makes it possible to translate qualitative data into quantitative data
• Provides a base-line measurement instrument for monitoring changes in the organizational culture
• Provides a method for measuring cultural capital
Seven Levels of Consciousness
Spiritual
Mental
Emotional
Physical
Transformation
Service
Making a Difference
Internal Cohesion
Self-Esteem
Relationship
Survival
Human Needs Human Motivations
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2
3
4
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6
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Full-Spectrum Consciousness
Service
Making a Difference
Internal Cohesion
Survival
Relationship
Self-Esteem
Transformation
Long-term Viability
Collaboration
Shared Vision
Continuous Improvement
Best Practices
Customer Satisfaction
Financial Stability
MaslowBusiness Language
What does this mean?
• Looking at an aligned organization: Red = matches – personal (p),
current cultural (cc)desired culture (dc)
– What do you notice?– What is relevant?– What do you think is important? Why?– What would be your next step?
Mis-aligned
• Red empty circles = possible liabilities• Blue = matches pv + dc(##) = number of people responding to this value• Meaning?
– What is apparent?– What is relevant?– What is important– Where would you start?– What would you do?
What’s the Cost?
• How would you calculate the cost of mis-alignment?
• How would you approach the client system with this information?
• How would this information impact your over-all design?
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Aligned Organization – Sterling Bank (979)
PL = 10-0 IROS (P) = 2-2-5-1IROS (L) = 0-0-0-0
8 Matches
Current Culture Values
1. customer service (504)2. teamwork (487)3. customer satisfaction (476)4. community involvement (399)5. vision (373)6. organizational growth (296)7. being the best (285)8. integrity (275)9. commitment (261)10. friendliness (252)
PL = 10-0 IROS (P) = 2-2-5-1IROS (L) = 0-0-0-0
2 Matches
Desired Culture Values
1. teamwork (513)2. customer satisfaction (491)3. customer service (489)4. employee fulfillment (477)5. community involvement (430)6. integrity (337)7. commitment (301)8. vision (295)9. being the best (288)10. accessibility (274)
PL = 10-0IRS (P) = 5-5-0IRS (L) = 0-0-0
3 Matches
Personal Values
1. honesty (532)2. commitment (498)3. family/ friendship (479)4. reliability (387)5. integrity (321)6. friendliness (294)7. responsibility (283)8. humor/fun (276)9. courtesy (263)10. trust (255)
LEGENDUnderline = PV & CC match P = Positive I = IndividualRed = PV, CC & DC match L = Potentially Limiting R = Relationship Red = CC & DC match (hollow dots) O = OrganizationalBlue = PV & DC match S = Societal
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PL = 3-9IROS (P) = 2-0-1-0IROS (L) = 6-2-1-0
1 Match
Current Culture Values
1. complaining (L)(301)2. bureaucracy (L) (286)3. dissatisfaction (L) (264)4. disclaim responsibility (L) (241)5. humor (219)6. caution (L) (203)7. conflict (L) (187)8. resistance (L) (182)9. shallowness (L) (167)10. expulsive (L) (142)11. individualism (142)12. tradition (142)
Misaligned Organization – Kennex (432)
PL = 10-0IROS (P) = 4-5-1-0IROS (L) = 0-0-0-0
5 Matches
Desired Culture Values
1. honesty (301)2. open communication (283)3. accountability (266)4. flexibility (263)5. including (254)6. competence (247)7. shared values (230)8. humor (224)9. dialogue (173)10. openness (158)
PL = 12-0IRS (P) = 5-7-0IRS (L) = 0-0-0
1 Match
Personal Values
1. honesty (312)2. humor (279)3. accountability (242)4. flexibility (235)5. politeness (212)6. openness (196)7. responsibility (193)8. listening (188)9. loyalty (179)10. cooperation (169) 11. ethics (169)12. fairness (169)
LEGENDUnderline = PV & CC match P = Positive I = IndividualRed = PV, CC & DC match L = Potentially Limiting R = Relationship Red = CC & DC match (hollow dots) O = OrganizationalBlue = PV & DC match S = Societal
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Cost of Limiting Values• Short-term Focus £3,480,818• Confusion £3,178,636 • Bureaucracy (unnecessary) £1,799,618 • Empire Building £1,764,682 • Information Hoarding £1,634,045 • Sickness and leavers £ 834,225• Hierarchical £ 624,327 • Long Hours £ 187,909
• Total Entropy (potential business value) £13,504,261
Based on staff’s perception of lost productivity & opportunity.Annual income £33,000,000 & loss of -£500,000 in 2000.
Investment Leadership – Jim Ware’s book contains data showing the comparison between healthy and unhealthy cultures and bottom line performance
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• Record annual profits for 13 years• 680% growth since going public in 1993• Annual return of 32% for the last 5 years• From 1 to 33 locations – 1974-2001• 1000 staff – all staff share in profits• Normal profit sharing – 9.5% of base salary• Salaries are 18.5% above industry norm• CEO’s salary is no more than 16 times lowest
salary
Sterling Results
Improvements:
• What happens when use tool over period of years?
• What can be tracked?• What can be evaluated?• What is the value?
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PL = 9-1IROS (P) = 2-2-5-0IROS (L) = 0-0-1-0
5 Matches
Current Culture Values
1. patient satisfaction (609) 2. cost effectiveness (551) 3. continuous improvement (532) 4. being the best (495) 5. accountability (487) 6. commitment (487) 7. bureaucracy (411) (L)8. continuous learning (366) 9. achievement (355) 10. teamwork (349)
The Methodist Hospital Group (1695) - 2001
PL = 10-0IROS (P) = 2-4-3-1IROS (L) = 0-0-0-0
5 Matches
Desired Culture Values
1. accountability (981) 2. commitment (774) 3. continuous improvement (644) 4. compassion (526) 5. teamwork (478) 6. competence (462) 7. employee recognition (447) 8. employee fulfillment (430) 9. ethics (423) 10. continuous learning (414)
PL = 10-0IRS (P) = 5-5-0IRS (L) = 0-0-0
3 Matches
Personal Values
1. caring (916) 2. accountability (856) 3. dependability (839) 4. honesty (684) 5. commitment (634) 6. compassion (592) 7. family (487) 8. competence (484) 9. responsibility (441) 10. continuous learning (440)
LEGENDUnderline = PV & CC match P = Positive I = IndividualBold & italics = CC & DC match L = Potentially Limiting R = Relationship Bold = PV & DC match (hollow dots) O = OrganizationalBold, italics & underline = PV, CC & DC match S = Societal
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The Methodist Hospital Group (6814) - 2003
LEGENDUnderline = PV & CC match P = Positive I = IndividualRed = PV, CC & DC match L = Potentially Limiting R = Relationship Red = CC & DC match (hollow dots) O = OrganizationalBlue = PV & DC match S = Societal
1. accountability (2815) 2. patient satisfaction (2608) 3. being the best (2231) 4. continuous improvement (2067) 5. commitment (2028) 6. cost effectiveness (1874) 7. compassion (1724) 8. teamwork (1676) 9. achievement (1490) 10. continuous learning (1467)
PL = 10-0IROS (P) = 2-5-3-0IROS (L) = 0-0-0-0
5 Matches
1. accountability (4030) 2. commitment (2674) 3. continuous improvement (2387) 4. compassion (2353) 5. teamwork (2132) 6. patient satisfaction (2028) 7. being the best (1955) 8. respect (1733) 9. integrity (1693) 10. open communication (1677)
PL = 10-0IRS (P) = 5-5-0IRS (L) = 0-0-0
3 Matches
1. accountability (4118) 2. caring (3693) 3. dependability (3325) 4. compassion (2747) 5. honesty (2706) 6. respect (2403) 7. commitment (2286) 8. responsibility (1861) 9. integrity (1828) 10. patience (1708)
PL = 10-0IROS (P) = 2-3-5-0IROS (L) = 0-0-0-0
7 Matches
Personal Values Current Culture Values Desired Culture Values
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The Methodist Hospital Group (7502) - 2004
LEGENDUnderline = PV & CC match P = Positive I = IndividualRed = PV, CC & DC match L = Potentially Limiting R = Relationship Red = CC & DC match (hollow dots) O = OrganizationalBlue = PV & DC match S = Societal
1. accountability (3352) 2. patient satisfaction (2956) 3. being the best (2376) 4. commitment (2270) 5. compassion (2087) 6. continuous improvement (2066) 7. integrity (1921) 8. teamwork (1878) 9. cost effectiveness (1816) 10. respect (1662)
PL = 10-0IROS (P) = 2-5-3-0IROS (L) = 0-0-0-0
5 Matches
1. accountability (4495) 2. commitment (2921) 3. compassion (2640) 4. continuous improvement (2395) 5. teamwork (2320) 6. integrity (2233) 7. patient satisfaction (2208) 8. respect (2159) 9. being the best (1970) 10. open communication (1823)
PL = 10-0IRS (P) = 5-5-0IRS (L) = 0-0-0
5 Matches
1. accountability (4889) 2. caring (3943) 3. dependability (3488) 4. compassion (3232) 5. honesty (2964) 6. respect (2810) 7. commitment (2494) 8. integrity (2310) 9. responsibility (2181) 10. patience (1832)
PL = 10-0IROS (P) = 2-4-4-0IROS (L) = 0-0-0-0
9 Matches
Personal Values Current Culture Values Desired Culture Values
Graphic Representations
Different ways of sharing information
General Hospital (509)
Cultural Transformation ToolsValues Assessment
LEGENDUnderline = PV & CC match P = Positive I = IndividualRed = PV, CC & DC match L = Potentially Limiting R = Relationship Red = CC & DC match (hollow dots) O = OrganizationalBlue = PV & DC match S = Societal
1. bureaucracy (199) (L)2. avoidance (174) (L)3. hierarchy (170) (L)4. cost-consciousness (145) 5. patient focus (141) 6. control (138) (L)7. manipulation (135) (L)8. continuous learning (122) 9. long hours (121) (L)10. community engagement (120)
PL = 10-0IROS (P) = 0-6-4-0IROS (L) = 0-0-0-03 Matches
1. accountability (338) 2. patient focus (188) 3. employee satisfaction (185) 4. open communication (167) 5. caring (166) 6. respect (163) 7. continuous improvement (159) 8. teamwork (151) 9. balance (physical/emotional/ mental/spiritual) (121) 10. employee involvement (117)
PL = 10-0IRS (P) = 3-7-0IRS (L) = 0-0-00 Matches
1. accountability (274) 2. caring (259) 3. honesty (221) 4. reliability (202) 5. compassion (200) 6. family (192) 7. respect (172) 8. commitment (161) 9. humour/fun (157) 10. co-operation (139)
PL = 4-6IROS (P) = 0-0-3-1IROS (L) = 0-3-3-01 Match
Personal Values Current Culture Values Desired Culture Values
General Hospital (509)
2%
1%
0%
4%
17%
15%
27%
5%
7%
21%
0% 20% 40%
1
2
3
4
5
6
7
8%
12%
16%11%
19%
7%
7%
5%
10%
4%
0% 20% 40%
1
2
3
4
5
6
7
2%
0%
0%
4%
26%
10%
25%
17%
10%
6%
0% 20% 40%
1
2
3
4
5
6
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Personal Values Current Culture Values Desired Culture Values
CTS = 39 - 21 - 40 CTS = 19 - 19 - 62 CTS = 33 - 25 - 42
Cultural Transformation Tools
C
T
S1
2
3
4
5
6
7
Values Distribution
Entropy = 3% Entropy = 36% Entropy = 2%
C = Common Good T = Transformation S = Self-interest
Positive ValuesPotentially Limiting
4%
17%
15%
21%
27%
5%
7%
4%
10%11%
19%
7% 7%
5%4%
26%
10%
25%
17%
10%
6%
0%
5%
10%
15%
20%
25%
30%
Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Level 7
Personal Current Culture Desired Culture
General Hospital (509)
Cultural Transformation Tools Positive Values
General Hospital (509)
Cultural Transformation Tools CTS Chart
3%
36%
2%
36%
25%
40%
21%
19%
25%
39%
19%33%
Common Good
Transformation
Self-Interest
CULTURAL ENTROPY
Personal Values Current Culture Desired Culture
General Hospital (509)
Cultural Transformation Tools Balanced Needs Scorecard
BALANCED NEEDS SCORECARD
Society/Community
Contribution
CorporateFinance
CorporateFitness
CorporateEvolution
Current Culture Values
Society/Community
Contribution
CorporateFinance
ClientRelations
CorporateCulture
Desired Culture Values
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