Spiritual Religious Example

Transcription

1 Spiritual Religious Example Prepared by: Barrett Values Centre

2 Personal & Current Culture Alignment Values Matches: 4 or more. People are able to bring themselves to work. Cultural Entropy: 2 0-0%. Healthy functioning. -2. People are somewhat able to bring themselves to work. -20%. Some problems requiring careful monitoring. 0. People are not able to bring themselves to work. Look to blue values in Desired Culture for guidance, if any. Current & Desired Culture Alignment Values Matches: 6 or more. Excellent, strong, healthy culture. 4-5, good. Group is on the right track. 2-, fair. Group is somewhat on the right track. More work needs to be done. 0-, poor. Group is unhappy or frustrated, wants to see changes or take a new direction. Limiting Values: 4 0. This group does not operate from the basis of fear. -2. May be some element of fear behind how decisions are made or how people are managed. 2-0%. Significant problems requiring immediate attention. -40%. Serious situation requiring immediate leadership intervention and changes. 4+. Critical situation requiring leadership changes to avoid organisational failure. NEW VALUES TO FOCUS ON Any values shown in blue are values that are important to the individuals who work for the group and are requested in the Desired Culture but are not showing in the top values of the Current Culture. How can you support your staff to bring these values and strengths to work so that they and the group would derive further benefit from them? Any Desired Culture values shown in black are entirely new requests. They do not show in the Personal or Current Culture. To what extent are these values positive new requests, or maybe a reaction to something that is not happening or is unhealthy in the Current Culture? What themes do you notice with these new values? Open a dialogue with these people to gain a deeper understanding. +. Fear is a factor in how this group operates or is managed. institutional hierarchy, resistance to change, cliques, confusion Summary

3 Level Personal Values (PV) Current Culture Values (CC) Desired Culture Values (DC) IRS (P)=9-4-0 IRS (L)=0-0-0 IROS (P)= IROS (L)=0---0 IROS (P)= IROS (L)= humour 24 5(I) 4 5(I) accountability 0 4(R) Matches 24 5(I) institutional hierarchy (L) 2 (O) 24 5(I) PV - CC 4 CC - DC PV - DC 4 Cultural Entropy: Current Culture 2 creativity 2 5(I) well-being (physical/ emotional/ mental/ spiritual) 2 6(I) compassion 9 7(R) 7 5(R) integrity 6 5(I) responsibility 6 4(I) caring 5 2(R) commitment 4 5(I) family 4 2(R) wisdom 20 7(I) freedom 8 4(I) 8 5(I) resistance to change (L) 7 (O) cliques (L) 6 2(R) commitment 5 5(I) confusion (L) 5 (O) 5 5(R) 22 5(R) integrity 22 5(I) leadership development 20 6(O) open communication 9 2(R) 8 5(I) inclusiveness 6 4(R) transparency 6 5(R) adaptability 5 4(I) trust 5 5(R) honesty 4 5(I) 4 5(I) Black Underline = PV & CC Orange = PV, CC & DC Orange = CC & DC Blue = PV & DC P = Positive L = Potentially Limiting (white circle) I = Individual R = Relationship O = Organisational S = Societal Values Plot

4 Personal Values Current Culture Values Desired Culture Values 7 7 2% 7 2% 7 9% C 6 6 0% % 5 29% 5 T % 4% 0% 2% 4% S % 0% 0% 2% 0% 0% 20% 40% 60% CTS = Cultural Entropy = 0% 20% 40% 60% CTS = Cultural Entropy = 2 0% 20% 40% 60% CTS = Cultural Entropy = C = Common Good T = Transformation S = Self-Interest Positive Values Potentially Limiting Values Values Distribution

5 Personal Values Current Culture Values Desired Culture Values Common Good 56% 49% 5 Transformation Self-Interest 2 29% 20% 2 Cultural Entropy CTS

6 Cultural Entropy Report This depicts the number of potentially limiting values per level in the Current Culture that were chosen by the survey participants. These represent all the potentially limiting values that were chosen and so may not be included in the top ten values on the Values Plot. Potentially limiting values are found only at levels, 2 and. This is a reflection of the degree of disorder within a system. Level Potentially Limiting Values (Votes) Cultural Entropy % 2 institutional hierarchy (2) confusion (5) bureaucracy (4) long hours (8) silo mentality (5) superiority () information hoarding (2) power (2) cliques (6) excluding (8) blame (4) internal competition () too demanding (2) manipulation () 2% of total votes of total votes This level of cultural entropy reflects significant issues requiring cultural and structural transformation and leadership coaching. It is important to reduce the level of cultural entropy to improve performance. resistance to change (7) caution () control (0) cost reduction (5) job insecurity () short-term focus () exploitation () of total votes Total 58 out of 60 2 of total votes Cultural Entropy Table

7 Values Jumps A value jump occurs when there are more votes for a value in the Desired Culture than in the Current Culture. Listed below are the values with the largest increase in votes. The values in bold are represented in the Desired Culture. Value Current Culture Votes Desired Culture Votes Jump accountability open communication transparency adaptability 5 4 trust 5 4 leadership development 7 20 joy integrity inclusiveness organisational growth listening Values Jumps Table

8 4% 29% 29% 2 2% 6% 4% 4% 0% 2% 2% 9% Level Level 2 Level Level 4 Level 5 Level 6 Level 7 Desired Culture Values open communication accountability inclusiveness adaptability integrity transparency trust leadership development Values Jumps organisational growth listening joy Personal Values Current Culture Values Desired Culture Values Positive Values Distribution

9 Current Culture Desired Culture Current Culture Values Finance Finance Fitness External Stakeholder Relations Fitness institutional hierarchy (L) Culture External Stakeholder Relations Evolution Trust/ Engagement Direction/ Communication Evolution resistance to change (L) leadership development adaptability Societal Contribution Supportive Environment Trust/ Engagement freedom cliques (L) commitment accountability inclusiveness Fitness Desired Culture Values Finance External Stakeholder Relations Culture Direction/ Communication Supportive Environment wisdom confusion (L) trust integrity open communication transparency Culture Societal Contribution Trust/ Engagement Evolution Direction/ Communication Societal Contribution Supportive Environment Business Needs Scorecard

10 2 2 0% 7% 2% 4% 7% Finance Fitness External Stakeholder Relations Evolution Trust/ Engagement Direction/ Communication Culture Supportive Environment Societal Contribution Positive Values - Current Culture Cultural Entropy: Current Culture Positive Values - Desired Culture Business Needs Scorecard- Values Distribution