Show your Colours: The six organisational cultures
How do you determine where your people, your team and your organisation stand and how they have developed? How do you measure that? How do you measure the change? And how do you measure something intangible such as cultural change?
Often, many analyses of different people cannot be translated into a team, let alone for the complete organisation. The organisational culture seems to be completely immeasurable. Moreover, it allows you to place someone on where they are now, but not follow their development; the results are often rigid; people are their score – unchangeable.
Model by Graves
Dr. C.W. Graves has developed a socio-psychological model based on values, to be able to analyse, understand and develop cultures.
His system is unique because it provides an explanation at every level; for the development of a person, a team, an organization, society and the world.
The model developed by Graves and its successors Beck & Cowan shows 8 value systems. These show the different stages of development of the human psyche in interaction with its environment. The different stages provide insight into how people think and what they value. The model also indicates that development is a continuous process.
Any value system with successive values can cope with increasing complexity. This always involves a new organisational culture and structure. In my promotion I developed a scan that uses six of the eight Graves values. With People Change, we apply this scan to employees, teams and entire organisations. Each scan has an outcome that is composed of the different value systems.
Below you will find an overview of the different cultures, as implemented for one of our clients:
You see how cultures can develop to a higher level.
- The first, purple culture of the tribe begins with the importance of safety and family
- Blue culture provides security and preservation by everyone listening to one leader and creating order
- This is followed by the orange culture, in which people find it important to be successful and to help others to become successful
- Then follows the green culture, where it is important to be together, to work together and to share your feelings with each other
- This is followed by the yellow culture, a culture in which people like to work together on the basis of their vision, intuition and ideas
The above result shows that 33 % of our customer’s employees believe that their current organisation has an orange, strategic culture and structure. They want to maintain this and simultaneously strengthen the current orange culture to 44%.
Monitoring of value systems
In general, one of the six cultures has a stronger presence in the company. People like to work in this organizational culture and support the values of the culture with their own values. Due to changes internally or externally, organisations can develop into a different organisational culture and structure if they want or need to. One culture is not necessarily better than another, but may require a higher degree of development and personal responsibility.
Respect for the existing culture
A culture is difficult to impose or change from the outside, because the people themselves also need to be willing to change. A clear analysis is important in order to determine the possibilities and to determine a real starting point. When you know that your organization is a bureaucratic organization, you understand that employees always find compliance with laws and regulations more important than success. When you have established that, you can better respond to it. Always treat current cultures with respect when changing an organisation, if you want people to keep up with change.
The People Change Scan
The People Change Scan value analysis gives you a good picture of your current organisational culture. Your employees fill in a simple questionnaire online. In doing so, we quickly make a thorough analysis of the current and desired culture. This makes clear what is needed to bridge that gap.
Do you want to measure what the values in your organisation are? Contact us for a free consultation.