Nowadays, company culture is more important than ever. Actually, it is becoming a ‘must have’ for every organization, so why does it have an impact on a work environment?
Company culture describes the environment in which employees work and defines certain elements within the company, such as company mission, vision, values and goals. More concretely, the difference between a team-based culture and a formal top-down culture indicates two very contrasting approaches that have their own pros and cons. Of course, these are two opposite parts and every organization culture exists somewhere in between those extremes.
Why is it important to know the culture of the company? It is relevant from both employee and employer perspective: workers are more likely to enjoy their time in the workplace when they fit in with the company culture. In addition, the head of the organization also has less difficulties to manage people knowing which approach suits the best in a given situation. According to many researches, it helps to develop better relationships with colleagues and increases productivity. Despite the fact that there are many means to evaluate the culture of the company (quality and quantity methods). The Collaborative Culture Assessment methodology provides a well-structured online survey that gives quick, deep and accurate insights.
Collaborative Culture Assessment
The Collaborative Culture Assessment is a method used to profile an organization’s culture and predict collaborative behavior based on individual assessments using an online survey. It uses a proven psychological model and logic related to the work of Carl Gustav Jung and Daniel Ofman. It is based on an experience with hundreds of companies worldwide and more than a decade of research and development by internationally acclaimed collaboration experts.
The computer-generated profile will first describe the organization as a person based on the total survey. The profile that is generated after the survey is done describes the culture of the company. What is more, it gives specific advice for running an implementation project within the organization, as well as tips for the required change management to reach maximum user adoption. The report ends with an overview of the balance between Introvert versus Extravert focus and Thinking versus Feeling decision making. This gives a concrete information on the organizational culture and helps to define strategies to discover the organization, scope the opportunity and create a plan.
How do we know what the best approach for your implementation is?
The respondents are invited to participate in the online Collaborative Culture Assessment. This process will guide them through our proven and user-friendly wizard asking direct and indirect questions about your company’s culture and collaboration behavior. We can easily include tailor-made questions and customize it to fit your company’s style and language.
The output of the survey
The profile provides one of the 336 high-level descriptions of your company’s possible work style. It includes personal productivity, collaboration in teams and core process-driven collaboration. We calculate the score and show your results.
Have it colorful: this is where the four colors come in
During the assessment, the results are calculated and your company’s color energy is elected. What does this mean? The PACE methodology created by Silverside establishes four different categories of the company culture and marks them with four colors.
The image illustrates four different characteristics of a company culture energy and compares them with natural phenomenon (Image: Silverside)
Yellow: Innovative Culture
Organizations with innovative cultures typically encourage new ideas and feedback, and operate with a great deal of transparency. It goes hand in hand with a strong future vision, entrepreneurial and risk taking.
Green: Community Culture
The culture emphasizes the success of the people in the work environment, teamwork, and compassion for the customer. Decisions are usually consensus driven and transparency is typically high. Individualism may not be encouraged or appreciated, which may cause some minor issues during a collaborative business transformation. Some leadership attributes are coaching, supportive, consensus-driven.
Red: Execution Culture
This culture type may be less able to make the transition to a collaborative business without considerable effort from leadership and perhaps outside consultants. The culture emphasizes results over collaboration, and leaders like to be leading conversations and not taking much input from the front lines. This competitive culture usually means people are accustomed to hearding information rather than sharing it. It can be described with adjectives such as competitive, demanding and challenging.
Blue: Command and Control Culture
This culture type is very structured, and process governs the way people work. Therefore, it is very unlikely that the company can be transformed into a collaborative business without significant changes. A premium is placed on efficiency, coordination, and following procedures. The leadership governs the company like the military runs its operations. This command and control culture typically means top-down information control with little tolerance for contrarian views from the front lines. It is linked with hierarchical, expert at process and coordination.
Curious which color your company has? Maybe now it is the right time to get to know the culture of your company and take advantage of it.
More information about improving your company culture can be found in the article Organizational Culture, Identity and Image: Everything you should know to avoid confusion written by Marzia Polese.