We assess and help shape the organization’s culture to drive strategic objectives. The Alder Koten Cultural DNA framework and assessment takes into consideration the influence of other cultural environments such as family and society.
Our cultural profile assessments help provide accurate insight into cultural fit based on individual drivers and beliefs. Our model helps compare the drivers and beliefs of a person against those of a group. We help make hiring and transition decisions with confidence and avoid costly mistakes.
Our leadership consultants use our proprietary model to assesses organizational culture and evaluate the cultural fit of essential leadership and teams. We help ensure that the right talent and the most strategically aligned culture are in place while undergoing a merger or acquisition. Our approach helps identify critical differences when combining organizations and their executive teams, aiding and accelerating integration.
Our model does not seek to establish a correct or incorrect pattern for a group. It is meant to help visualize the belief pattern of a cultural profile and a cultural environment to support transformation, integration, and adaptation. Our approach helps identify potential barriers to change and transformation and helps address them.
The incorporation of behaviors, habits, and practices into some definitions of organizational culture has led to mechanisms that attempt to quantify organizational culture through perception and organizational climate surveys that lead to the measurement of the manifestations (organizational climate) and reasons (behaviors, habits, and practices), but not the cause (drivers, beliefs, and values.) Culture is intuitive and it drives the choices that individuals make without realizing that they’re making choices.
This concept can allow us to isolate organizational culture to include the elements that intuitively and sometimes unconsciously determine our choices: drivers, beliefs, and values while redefining behaviors, habits, and practices as the organizational identity. The combination of organizational culture, organizational identity, and external forces produce the organizational climate.
Our model presents ten belief driven dimensions that can have a significant impact on how individuals interact as a group with shared goals and responsibilities. The model does not seek to establish a correct or incorrect pattern for a group. It is meant to help visualize the belief pattern of a cultural profile and a cultural environment to support transformation, integration, and adaptation
The discipline dimension measures the individual’s beliefs regarding discipline and how it reflects on their structure, predictability, work ethic, habits and behaviors.
The formality dimension measures the individual’s beliefs on how instructions, laws, rules, values, and obligations should be perceived and treated within the group.
The awareness dimension measures the individual’s beliefs about whether the focus of the individual or the organization should be internal or external.
The fertility dimension measures the individual’s beliefs related to the support of growth, change, and development of people, ideas and concepts.
The status dimension measures how individuals perceive and react to their relative, social, and professional standing.
The authority dimension measures the individual’s beliefs related to how groups define power, make decisions, manage control, and enforce discipline.
The purpose dimension measures the individual’s beliefs related to the elements that should drive behavior and the reason for which individuals do things within the context of a narrow, short-term goal or a broad, long-term focus.
The reliance dimension measures the individual’s beliefs related to the level of independence of people in the group from the rest of the organization or their external environment in order to achieve their goals and tasks.
The community dimension measures the individual’s beliefs related to how the needs and purpose of a person are balanced against the needs and purpose of the group.
The involvement dimension measures the individual’s beliefs related to blending their personal, social and work life.
Our proprietary assessment evaluates the ten organizational culture dimensions. It evaluates and grades an individual on each of the ten organizational culture dimensions. Each dimension is graded on a scale from -10 to +10. The array of grades for the ten dimensions represents the individual’s culture profile.
The grades of all of the individuals in a cultural environment or group are used to obtain a statistical profile for a particular organizational culture dimension. The resulting statistical profiles for all cultural dimensions constitute the profile for the cultural environment.
The statistical aggregate of the ten dimensions can help identify essential characteristics of an organization and the organization’s tolerance for individuals that fit or do not fit into the group’s beliefs. For example, a tall and narrow statistical distribution curve for a dimension signals little diversity and tolerance for variation of beliefs in the group for that particular dimension. In contrast, a flat wide statistical distribution curve would indicate high diversity and tolerance in the beliefs related to the dimension.