Barrett Values Centre Cultural Transformation Tools (CTT)

CTT measures what matters!

Leaders typically measure and manage outputs and outcomes.  Outputs and outcomes are tangible and relatively easy to measure.  Beneath the surface lie our values and beliefs – the components of your culture that make a real difference between success and failure. 

 

The Cultural Transformation Tools® are among the most detailed and comprehensive cultural diagnostics commercially available.  By mapping your values to the Seven Levels of Consciousness® Model, you will be able to measure and manage your culture.  What you measure, you can manage.

 

As a CTT Certified Consultant, we use the tools and resources from Barrett Values Centre to support my clients in their personal, leadership and cultural transformation. The tools define an actionable road map that becomes an integral part of a leader's personal development plan and business strategy.

The tools have been used to measure the values of over 6,000 organisations and 3,000 leaders in 80 countries. They help foster the transformation of corporations, NGOs, government and municipal agencies, communities, schools, and nations. The CTT values assessment instruments are available in over 50 languages.

 

We believe that organisations, teams, schools, nations, and communities function better when leaders are focused on building values-driven cultures that benefit people and society. We believe that when you measure your culture, you can manage and develop it.

 
EQ-model

EQi 2.0 & EQ360 Emotional Intelligence Assessments

What is emotional intelligence and how can it be measured?

Emotional intelligence is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges and use emotional information in an effective and meaningful way.

 

The EQi 2.0 assessment tool measures emotional intelligence and how it can impact people and the workplace.  Applications of emotional intelligence include:

  • Leadership development

  • Selection

  • Organisation development

  • Executive and professionals coaching

  • Team building

  • Professional talent development

 

While emotional intelligence is not the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas.  Emotional intelligence is not a static factor, to the contrary, a person’s emotional intelligence changes over time and can be developed in targeted areas.

The EQi 2.0 measures the interaction between a person and the environment he/ she operates in. Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development programs and measures. This, in turn, can lead to significant increases in the person’s performance, interaction with others, and leadership potential. The development potential the EQ-i 2.0 identifies, along with the targeted strategies it provides, make it a highly effective people development tool.

When working in an organisation, it’s important to be cognizant of the impact of one’s actions on colleagues. The EQ360 assessment tool offers an in-depth analysis by having those that work with an individual and know them personally provide feedback in addition their self- assessment to provide a 360 degree view of his or her effectiveness and EQ competencies. This EQ360 report can be used for results specific to a workplace context, enabling career and organisational development. It identifies blind spots, strengths, and developmental opportunities of the subject person in the workplace.

 

The EQi 2.0 en EQ360 assessment tools are available in many languages, including English and Dutch.

 
Leadership Development

Leadership Circle Profile 360

The Leadership Circle Profile (LCP) is the only instrument that measures the two primary leadership domains — creative competencies and reactive tendencies — and integrates this information so that key opportunities for development immediately rise to the surface.

 

Creative competencies are well- researched competencies measuring how you achieve results, bring out the best in others, lead with vision, enhance your own development, act with integrity and courage, and improve organisational systems.

Reactive tendencies are leadership styles emphasizing caution over creating results, self-protection over productive engagement, and aggression over building alignment. These self-limiting styles over emphasize the focus on gaining the approval of others, protecting yourself, and getting results through high control tactics.

 

The LCP is unique in that it reveals a leader’s operating system: Internal assumptions (beliefs) that run behavior in both domains. This allows the manager to see how his/her inner world of thought translates into a productive or unproductive style of leadership. Ultimately, the LCP increases the inner awareness that affects outward behavior.

The Leadership Circle Profile is a true breakthrough among 360 degree profiles. It is the first to connect a well-researched set of competencies with the underlying and motivating habits of thought. It reveals the relationship between patterns of action and internal assumptions that drive behavior. Ultimately, LCP goes to the source of behavior to get greater leverage on change. Furthermore, unlike most profiles that sometimes take long to interpret, LCP integrates all this information in a way that brings the key issues to the surface instantly. The LCP makes it easily accessible while it creates a foundation on which ground breaking change can occur at a higher level and sustainable pace.

 
Change

Prosci ADKAR Change Management Model & Tools

As a Prosci ADKAR Certified Practitioner, I use the tools and resources of Prosci to help organisations effectively manage the people side of change. Based on two decades worth of best-practice research and methodologies Prosci has developed a robust suite of change management support tools. It offers step-by-step instructions for any change management challenge. The guidance will help you lead employees through change, apply change management to a project, manage a complex change portfolio, and embed change capability into your organisation.

ADKAR is an acronym that represents the five milestones an individual must achieve for change to be successful: Awareness, Desire, Knowledge, Ability and Reinforcement®. When applied to organisational change, this model allows leaders and change management teams to focus their activities on what will drive individual change and therefore allow for organisational results. The ADKAR Model provides and measures clear goals and outcomes for change management activities. 

 
Culture

EachPerson Employee Recognition Platform and ePoints

We advise employers about employee recognition and fulfillment psychodynamics and we have established a partnership with eachperson.com to help implement a fully digitized advanced employee recognition and reward scheme for employers that addresses the above mentioned employees’ needs and which is easy to manage and administer.  It is the only employee recognition program that uses the ePoints currency as a means of rewarding employees. This digital currency gives employers and employees a unique edge as ePoints can be spent on the world’s largest reward range including products, vouchers and experiences.

By utilising ePoints as a reward mechanism, individuals are empowered to choose their own rewards. By giving them the opportunity to pick something which has more value to them personally, employee participation and engagement in the scheme is ensured.

If you want to obtain more information please contact us

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