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) .
Posted on | April 19, 2011 | 8 Comments As I wrote in an earlier post, the most significant impediment to deliverIng great experiences is not design or execution or planning, but bureaucratic organizations whose values are anathema to human engagement. And one of my biggest frustrations is the assumption that because organizations operate this way now, they most always have and always will do so. In fact, the tools and processes that organizations use were created to solve specific problems of their time. One such tool was the organization chart, created in modern business by Daniel C.
In the last six months, Adaptive Path has undergone a lot of change. This hasn't always been a comfortable place to be during that time. But to make sure we are evolving to be the organization that will continue to deliver great experiences for the next ten years , we know change is crucial and it isn't always going to feel good. Some of the differences have felt great — new studio spaces , a fresh new website, and more recently, some evolutions in our leadership.
Cultural entropy is the amount of energy in an organisation that is consumed in unproductive work. It is a measure of the conflict, friction and frustration that exists within an organisation. Cultural entropy is a function of the personal entropy of the current leaders of an organisation and the institutionalized legacy of the personal entropy of past leaders. Personal entropy can become institutionalized in an organisation through the introduction of bureaucratic systems and processes requiring hierarchical decision-making or rigid silo-driven structures (Level 3 Consciousness).
The Business Needs Scorecard (BNS) provides a business lens on the current and desired culture values in a Cultural Values Assessment. It maps the top ten values of a Values Plot onto a six-part scorecard including—Finance, Client Relations, Fitness, Evolution, Culture, and Societal Contribution. Each category aligns with different stakeholder needs. A high performing culture shows an even distribution of values across all six segments of the scorecard.