Programs and Services

To do our work, we employ a combination of assessment tools, coaching, consulting, and training. We always begin with the Barrett Values Assessment s and interpretation – Individual Values Assessments, Leadership Values Assessments, Small Group Assessments, Cultural Values Assessments, and Leadership 360 degrees values assessments are some of the core assessment.

The Process

The assessment data is typically collected anonymously. Collecting data by name is an option. Requesting names can be useful when working with small groups (SGA) or leadership teams as it allows you to review data plots for each individual (IVA).

Survey participants log on to a password-protected website where they may be asked to choose from drop down lists of demographic categories. They are then asked to select:

  • Ten values that represent who they are (personal values);
  • Ten values that represent how their culture operates (current culture);
  • Ten values that represent for them the elements necessary for their culture to achieve its highest performance (desired culture).

The survey is typically open for one or two weeks. Reports are presented in English, while the diagnostic diagrams can be provided in any of the chosen survey languages. Questions may be added at the end of the survey with the following options: Free text, Yes/No, Multiple choice, and Likert scale. Responses to the questions are provided as raw data, categorised by demographic grouping.

Measuring Alignment & Dysfunction

The personal values chosen by participants are mapped to the Barrett’s Seven Levels of Consciousness. The current and desired culture values are mapped to Barrett’s Seven Levels of Organizational Consciousness. Because the organizational template contains both positive values, such as trust, creativity and open communication, as well as potentially limiting values, such as bureaucracy, blame and control, it is possible to calculate the level of cultural entropy in the culture of the organization. Entropy is a reflection of the degree of disorder within a system.  Potentially limiting values represent focus that is unavailable for productive work and may be having a negative or damaging impact on people and the organization.

The values assessment also measures the degree of alignment between participants’ personal values and the current culture, as well as the current culture and desired culture. High performing cultures display low levels of entropy and strong values alignment.

Other indicators which are generated from the survey include: the ratio of positive to limiting values in the top ten values; the ratio of the individual, relationship, organizational, and societal values in the top ten values; and the Business Needs Scorecard which analyses the top ten current and desired culture values into six categories –Finance, Customers, Culture, Fitness (factors that impact speed, efficiency and productivity), Evolution (factors that impact the development of future products and services) and Societal Contribution.

This simple yet profound assessments are the starting point for uncovering the root causes of disengagement and cultural entropy.  They form the foundation for framework used to facilitate powerful and reflective conversations and considerations among the leadership team.

From there we will recommend a program  from which to facilitate cultural transformation.  We move though the process, of leading self, leading others(leading teams), leading organizations, and leading in society.

Refer to  www.valuescentre.com under products and services for more details.

If you are interested in the possibility of engaging in this work,  please contact Knowles Consulting for an exploratory discussion.