'Companies that consistently focused on building strong corporate cultures over a period of several decades out performed companies that did not, by a factor of six'
Jim Collins & Jerry Porras, Built to Last
Four critical issues preoccupy boardrooms of large and small companies around the world in the 21st century:
- How to attract and retain talented people
- How to increase profits and shareholder value
- How to increase creativity and productivity
- How to ensure ethics permeate the culture
Building a successful corporate culture has become the most significant source of competitive advantage in business today.
Why values-driven companies are the most successful:
- Values drive culture
- Culture drives employee fulfilment
- Employee fulfilment drives customer satisfaction
- Customer satisfaction drives shareholder value
What is CTT?
Traditionally intangibles such as culture and values have been difficult to measure, but in 1997 a set of assessments that map the values of individuals and organisations, called the Cultural Transformation Tools (CTT) was developed.
The CTT model draws on Maslow's Hierarchy of Needs and works on the basis that there are 7 levels, which individuals are working towards in order to reach 'Self Actualisation'; the best performing organisations recognise this. There are specific corporate values which relate to each level and in order to build long term success, an organisation will need to have a spread of values across all 7 levels:
- Level 1 - Survival
- Level 2 - Relationship
- Level 3 - Self Esteem
- Level 4 - Transformation
- Level 5 - Internal Cohesion
- Level 6 - Making a Difference
- Level 7 - Service to Society
The CTT assessment is a detailed diagnostic report on organisational culture via a Values Plot against the 7 levels. This identifies a road map for change and will give a summary of:
- Current organisational values
- Employee's personal values
- Desired organisational values
How does CTT work?
- Intake session with the project sponsor to customise the survey
- Employees and the leadership team complete an on-line survey which takes 10 - 20 minutes per person
- Feedback session with the sponsor to review the report and agree improvement goals
- Implementation of a continuous improvement programme involving coaching and learning interventions as appropriate
- Review progress against goals at 3 - 6 monthly intervals
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