This document discusses how values-driven organizations can unleash human potential for performance and profit. It presents models for mapping individual and organizational values to assess cultural entropy and employee engagement. High-performing organizations address basic employee needs as well as higher-order growth needs. This leads to high employee engagement, low cultural entropy, and increased revenues, productivity and resilience. Tools are provided to help leaders and organizations evaluate values alignment and develop a values-driven culture. When leaders and organizations are aligned in their values operating at high levels of consciousness, it can attract top talent and optimize human and organizational potential.
2. Value Driven
Needs
Values
&
Beliefs
Thoughts,
Feelings &
Emotions
Behaviours
& Actions
Employee
Engagement
VS
Cultural
Entropy
A measure of
the level of
emotional &
intellectual
involvement
that
employees
have with an
organization
A measure of
the amount of
energy in an
organization
that is
consumed in
doing
unproductive
work
The impact of values on performance
Employee
Engagement
Organizational
Performance
Organizational
Performance
Cultural
Entropy
3. Employees want to work in an organization that
addresses their basic needs, depending on the
level of their psychological development, also
adresses their higher order growth needs.
High-Performing Organization
Socialized
Mind
Self-
Authoring
Self-
Transforming
• Takes care of the basic needs of
employees and their families
• Provides a high level of emotional
engagement for employees
• Provides a high level of intellectual
engagement for employees
• Provides a low level of cultural
entropy
High level of
Employee
engagement
Low level of
Cultural
Entropy
Culture Change
Interior Exterior
Individual
Collective
Character Personality
Culture Society
PA
SA
M
A
V
A
4. Mapping Organizational values
7 Levels of Consciousness Model
Service
Making a
difference
Internal
Cohesion
Transformation
Self-Esteem
Relationship
Survival
Cultural Transformation Tools (CTT)
To map and manage the
values of organization and
support the growth and
development of individual
leaders.
Longitudinal
Data
6 Data Plots, 2
Data Tables, 1
Additional Table
CulturalValuesAssesment
(CVA)Reports
• Diagnosing the problems in a high entropy
organization
• Comparing the culture evolution of a company
• Assesing the cultural compatibility of 2 companies
that are about to merge
Increase in Revenues, Productivity, and Resilience
5. Mapping Leadership values
Personal
Entropy
Cultural Entropy
of The
Organization
Personal
Development
Personal
Mastery
Improve the
levels of Values
Alignment &
Mission
Alignment
Leadership Values
Assesment
(LVA)
Leadership
Development
Report
(LDR)
Individual Values
Assesment
(IVA)
To get feedback
about what values
their leaders display
compared with how
the leaders see
themselves
To help leaders
evaluate their level
of values & mission
alignment with the
organization
THE LEADERS
GROW AND
DEVELOP
6. High Personal
Entropy Leader
Organizational
Cultures with High
Cultural Entropy
Operate with values that are
mainly located in the levels of
consciousness associated
with a socialized mind
Low Personal
Entropy Leader
Organizational
Cultures with Low
Cultural Entropy
Operate with values that are
mainly located in the levels of
consciousness associated
with a self-transforming and
self-authoring mind
Build your personal mastery
Learn how to become your
own self-coach
Individuate and self-actualize
Get in touch with who you
really are
Integrate and serve
Learn how to collaborate with
others
Effective
Coach
Effective
Leader
7. Structural alignment
The Leader
Democratic
Principles
Give employees a
voice; listen to
them; treat them
fairly & give them
autonomy
A Culture based of
Trust based on
equality, fairness,
openness,
transparency
Attract the most
talented people
The Ambassador for
the organization
The Purpose and
Vision of The
Organization
To safeguard and
promote the
culture of an
organization
