Posted March 27, 2018 by Jonathan Jackson
One of the many services we provide at ODScore Inc. is our unique culture assessment that we apply to organizations and workplaces.
Culture types are motivated by certain drivers. For example, if people have a need for influence, their culture type is control, which is based on structure, order, process, and control.
If they have a need for achievement, their culture type is competition, which is based on generating results, meeting goals, and gaining business.
If they have a need for relationships, their type is cooperation, or collaboration, which is based on teamwork and sharing.
If they have a need for coherence, their type is creative, which is based on flexibility to meet the customer’s needs in unique ways.
An organization, or a department within an organization, has many or all of these types; this is what makes up the overall culture. Sometimes the culture can clash with the strategic direction of that department or organization, and that’s where we can help.
The goal of our culture assessment process is to get a clear sense of the existing culture within the workplace, as perceived by the employees. We also determine what their ideal culture would be, and what the behavioural gaps are. Then we produce an in-depth report that includes an action plan designed to help bring the current and the ideal cultures closer together in a way that aligns with organizational strategies, values, and missions.
One of our clients came to us because they were having an issue with a specific department. We assessed the employees with our research-based framework, and we found a significantly polarized environment. The result was that the team was seeking an environment that was focused more on collaboration and less on control and competition.
More specifically, the team perceived that information did not travel well between levels within the organization, and roles were unclear. They wanted better internal communication. Among other things, they also felt that leaders decided the best course of action within their department, and change came slowly; they envisioned an environment where creative solutions could come from anyone, and change would happen as necessary to meet the department’s goals.
In our culture assessments, team members have the opportunity to provide some qualitative data, which often results in specific ideas that can make a culture shift possible if it can be shown that the ideas are in fact helpful. This is a very important step in our process.
We conclude with results and recommendations that present strategies to bring about necessary change. A major factor in why our cultural assessments work is that we don’t point out what’s wrong – we highlight opportunities. This was the outcome for the client in our example, which began work on making small tactical changes that will lead to major positive changes in its cultural environment.
Our assessments are effective because they involve team members – they own the process and feel that they are a part of it, as opposed to being powerless and having solutions imposed on them by management.
Our practices are also effective because we’ve taken the time to amass and study a wide body of information on organizational culture. Culture assessment is a science, and we treat it as such, and our methods are validated by our results.
Get in touch with us today to find out more about culture assessment and our other custom measurement services here at ODScore.