Additional Questions – Questions that can be added to the end of an assessment to gather further information. Can be presented in the form of free responses, Likert scale or multiple choice questions. All raw data from these questions is provided in an Excel spreadsheet to be analysed by the consultant or client.
CVA (Cultural Values Assessment) - Maps the values of any group or organisation. The CVA provides leaders with a way of managing the cultural evolution of their organisations to the same level of detail that they manage their finances.
Data Cuts – Data which has been analysed for demographic categories. For example, within the Position demographic, the data cuts might be: Executives, Managers, and Staff.
Demographics – Group sub-categories that are specified in the survey, for which data cuts may be required. Examples: Position, Department, Gender, Length of Service etc.
Existing Values Template – Once a values template has been customised for an assessment or client, it is available for use on future surveys. Please note the specific template or client on the Assessment Project Form when initiating a new assessment using an existing template.
IVA (Individual Values Assessment) – An assessment to map the values of an individual and his/her view of the organisational culture with a written report. Part 2 certified CTT consultants have the option of ordering IVA plots only. The IVA deepens your understanding of what is important to you in your life and what changes are necessary for you to find personal fulfillment with your organisation.
LVA (Leadership Values Assessment) – A 3600 feedback instrument used for coaching. Includes a self-assessment of the leader, and feedback assessments by 10-20 assessors. The LVA deepens your understanding of what you need to do to become an authentic, full spectrum leader.
Paper Assessments – A paper survey form that can be used for completing a values assessment if a participant does not have access to the survey website. The completed paper survey is used to input the participants’ responses into the survey website. The CTT consultant or client is responsible for all online data entry. Barrett Values Centre will provide a paper version of the customised values template and consultant or client is responsible for creating the survey instruction and demographic pages.
SGA (Small Group Assessment) – A CVA or a TVA for 15 persons or less without a written report. This assessment is available to Part 2 certified CTT consultants for use with groups or teams of 15 people or less.
Standard IVA site – A web-site which is used in carrying out an Individual Values Assessment. Created on a CTT domain to be used for all IVA assessments. Can use standard values template or customised template.
TVA (Team Values Assessment) – This is a CVA which focuses on a Team Culture rather than an Organisational Culture. The survey is the same format as a CVA; however the questions asked reference the “team” rather than the “organisation.”
Values Template – A listing of values/behaviours from which survey participants are able to choose in answering the survey questions.
This is presented as an Excel spreadsheet of the values that will appear on a particular assessment, including Personal Values and Organisational Values, or Leadership Values for LVAs. Available in multiple languages and should be reviewed and customised for each new survey. Customisation is not required for standard IVA sites or for non-customised SGAs.
CHARTS & INDICES
Balance Index (IRO or IROS) – Each value is categorised as Individual, Relationship, Organisational, or Societal. This index measures the level of balance among these categories for each set of values in the Values Plot.
BNS (Business Needs Scorecard) – Reflects the business perspective of the organisational values. Maps the top values present in the Values Plot to the six areas of the scorecard: Finance, Client Relations, Culture, Societal Contribution, Evolution (innovation, creativity and continuous renewal), and Fitness (productivity and efficiency). The Business Needs Scorecard (BNS) provides a business lens on the top current and desired culture values.
CTS - Shows the values distribution in a bar chart format to highlight the focus placed in the areas of Common Good, Transformation and Self-Interest and the level of Cultural Entropy. The CTS Diagram Shows the percentage distribution of all selected values between the Common Good (Levels 5, 6, and 7), Transformation (Level 4), and Self-Interest (Levels 1, 2, and 3).
Cultural Entropy – Measures the percentage of Potentially Limiting values selected by the individual or group among all values chosen. The level of Cultural Entropy reflects the degree of disorder within a system. 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.
Distribution Index (CTS) – The Seven Levels of Consciousness are grouped into three categories: Common Good (levels 5-7), Transformation (level 4), and Self-Interest (levels 1-3). The Values Distribution and CTS charts highlight this index.
Health Index (PL) – Measures the number of Positive and Potentially Limiting values among the top values selected by the individual or group.
Positive Values Distribution - Shows the distribution of all Positive Values among the Seven Levels of Consciousness.
This chart highlights the areas of focus and transformation potential of the group. The Positive Values Distribution shows the distribution of all non-limiting Personal, Current Culture and Desired Culture values across the Seven Levels of Consciousness model. It highlights the levels of consciousness where there are significant gaps between the current and desired culture, and where the current culture and personal values are out of alignment.
Values Distribution – Shows the distribution of all values selected among the Seven Levels of Consciousness, the categories of Common Good, Transformation and Self-Interest, and notes the percentage of cultural entropy.
If there are empty levels in the Values Plot, look to this chart to identify the actual percentage of votes present at those levels. The Values Distribution shows the distribution of all the selected positive and potentially limiting values across the Seven Levels of Consciousness model. The level of cultural entropy has a significant impact on employee engagement, customer satisfaction, and organisational resilience.
Values Plot – Maps the top values selected by the individual or group to the Seven Levels of Consciousness Model.
The Values Plot diagram maps the top Personal Values, Current Culture Values and Desired Culture Values to the Seven Levels of Consciousness. It reveals the personal motivations of the employees; the values they experience in the organisation (current culture); and the values they believe are necessary to achieve high performance (desired culture). Also included are a range of other cultural indicators including: value matches between personal and current, current and desired, and personal and desired; the ratio of positive to potentially limiting values (PL); and the ratio of values types (IROS) – individual, relationship, organisational, and societal.
Assessment Project Form –Includes all information needed to initiate a new values assessment. Please complete and email to firstname.lastname@example.org for all new surveys, with the exception of IVAs.
CTT Domain – Website address specific to a CTT consultant that will host all his or her assessments. Appears as survey.valuescentre.com/yourdomain/
CTT Control Panel – Created for each CTT domain. This panel permits a consultant to monitor the progress of all active values assessments on that domain.
MyCTT – Section of the www.valuescentre.com website accessible only to certified CTT consultants. This site includes assessment information, articles, marketing tools, and training materials. CTT members are provided with access codes upon completion of the CTT Part 1 course.
CDR (Cultural Data Report) – A data- only (no analysis) report available for data cuts. Available to Part 2 certified consultants.
Comparison Report – The Comparison Report compares the results of a CVA, TVA or SGA for two groups of people in the same organisation.
Cultural Evolution Report – The CER provides leaders with a way of measuring the cultural evolution of their organisations to the same level of detail that they manage their finances. The CER shows you exactly what changes occurred during the time period between two CVA or SGA surveys for the overall organisation and any demographic grouping.
Customer Values Assessment – The Customer Values Assessment provides you with a way of measuring and managing your customer relationships. The Customer Values Assessment can generate insightful conversations about how well you are meeting your customers’ needs.
Espoused Values Analysis – Report that analyses how well an organisation’s espoused values are being and would like to be experienced in the culture. Espoused values must be listed on the Assessment Project Form to ensure they are present on the values template. The Espoused Values Analysis (EVA) is frequently used as an add-on to the Cutural Values Assessment (CVA) and Small Group Assessment (SGA) This report reveals to what extent the values that have been promoted by the organisation are present in the current culture, and to what extent employees would like to see more or less of each of these values in the desired culture. The results of the EVA are presented in a conscise summary.
Full Report – Complete written analysis for a specific group.
Merger/Compatibility Report – The Merger/Compatibility Report compares the results of a CVA, TVA or SGA for two groups of people, normally in different organisations. It provides a way of assessing the compatibility of two distinct cultures.