magic of values aiesec y2b 2012 - phil clothier

Magic of Values Workshop

The purpose of our lives is to be happy ~ Dalai

Lama

Happiness is the extent to which we live in love, as opposed to living in fear.

~ Phil Clothier

Love

FearShame

HatredBlame

LyingManipulation

TrustCompassion

ForgivenessCourage

Joy

How can this be useful?

6

materialisticshort-term focuseducational opportunitiesuncertainty about the futurecorruptionelitismmaterial needswasted resourcesgender discriminationblame

accountabilityfamilyemployment opportunitiesfinancial stabilityoptimismdependable public serviceshonestysocial responsibilityhuman rightspoverty reduction

Iceland National Assessment 2008

familyhonestyresponsibilityaccountabilityfinancial stabilitytrustfriendshippositive attitudehumour/funadaptabilityrespect

Personal Values Desired CultureCurrent Culture

Cultural Entropy 53%

Iceland Economic Collapse 2008

Iceland National Assembly

1200 Citizens + 300 Government, + 500 VolunteersThemes: Education, Economy, Equal rights, Family,

Environment, Public administration, Welfare, Sustainability

How were we able to predict this?

Organisation A Organisation B

Valueclient satisfaction making a differenceintegrity teamwork humor/fun quality ethicsfinancial stability

Level26545371

Valueblameshort term focusinternal competitionbuck passingrisk aversecustomer satisfaction information hoardingprofit

Level21231221

A Tale of Two Companies

ServiceMaking a DifferenceInternal CohesionTransformation

Self-Esteem

RelationshipSurvival

= positive values = potentially limiting values

Cultural Entropy57%

Cultural Entropy8%

Organisation A Organisation B

A Tale of Two Companies

People Financial viability

Excellence Ethics Resilience

ServiceMaking a DifferenceInternal CohesionTransformation

Self-Esteem

RelationshipSurvival

Cultural Entropy57%

Cultural Entropy8%

Cultural Entropy

Cultural Entropy measures that percentage of fear, dysfunction, negative and destructive energy in the organisation

40% = Crisis

10% = Healthy

Story of a Full Spectrum Organisation

Service to humanity and societal contribution

External collaboration, community involvement

Sense of purpose & strong internal community

Ongoing improvement and employee participation

High performance systems, high quality output

Positive relationships that support organisation needs

Financial viability and employee safety

4 Transformation

1. Survival

7. Service

6. Making a Difference

5. Internal Cohesion

3. Self esteem

2. Relationship

Survey Questions

1) Personal ValuesPlease select ten of the following values/behaviours that most reflect who you are, not who you desire to become.

2) Current Organisational Culture ValuesPlease select ten of the following values/behaviours that most reflect how your organisation currently operates.

3) Desired Organisational Culture ValuesPlease select ten of the following values/behaviours that you would desire for your organisation to achieve it's highest performance.

cost reductionbureaucracyconfusionprofitinformation hoardingshort term focushierarchicalresults orientation client satisfactionempire building

client satisfactionemployee fulfilmentcontinuous improvement effective communicationteamworkfinancial stabilityadaptabilitytrustprofessionalismvision

CBT Technology

honestycommitmenthumour/funreliabilityenthusiasmadaptabilityfamilyintegritytrustbalance home/work


AIESEC 2012 – Values Assessment

Please close your eyes

AIESEC: Global 2012 (697 Participants)

leadership developmentteamworkdiversitycommitmentachievementgoals orientationcooperationcontinuous improvementorganisational growthcontinuous learning

leadership developmentteamworkinnovationbrand imagecommitmentaccountabilitycoaching/ mentoringcooperationsustainabilitycreativity

ambitionhumour/ funfriendshipcommitmentcreativityresponsibilityadaptabilityhonestymaking a differenceindependence




confusion (67)long hours (65)hierarchy (64)

bureaucracy (63)information hoarding (23)

power (20)silo mentality (8)

internal competition (54)blame (38)

manipulation (19)empire building (18)

cost reduction (68)short-term focus (67)

caution (58)control (54)

job insecurity (19)exploitation (6)


7 Levels of Organisational Consciousness

Service

Making a Difference

Internal Cohesion

Transformation

Self-esteem

Relationship

Survival

Innovation

Entrepreneurship

Corporate-Responsibility

Core message…Let’s transform and make

a better world for everyone







Step 1. (In pairs) Choose one of the personal

values in the list above that is important in your life.

Tell your partner why this is important and how you live this

value.







Step 2. a) Choose one of the values which of the values in the desired culture

list are critical in bringing Entrepreneurship, Innovation & Corporate Responsibility to life?







Step 2. b)How can this value create a

culture of Entrepreneurship, Innovation & Corporate

Responsibility?

c) What are the next steps to create this type of culture in

your organisation(s)?

Step 3. Tell your partner……

…….what insights you have had about your own life through this exercise?

…….what ideas you will be taking back to your organisation?

Hello my name is Phil, I am very happy to be here.

Take a stand from a place of love

AIESEC: Overall Group (697)

leadership development 277 6(O)

teamwork 240 4(R)

diversity 198 4(R)

commitment 165 5(I)

achievement 164 3(I)

goals orientation 164 4(O)

cooperation 161 5(R)

continuous improvement 159 4(O)

organisational growth 155 1(O)

continuous learning 147 4(O)

leadership development 231 6(O)

teamwork 207 4(R)

innovation 195 4(I)

brand image 190 3(O)

commitment 185 5(I)

accountability 175 4(R)

coaching/ mentoring 160 6(R)

cooperation 149 5(R)

sustainability 149 6(S)

creativity 148 5(I)

Values Plot August 16, 2012Copyright 2012 Barrett Values Centre

I = IndividualR = Relationship

Black Underline = PV & CCOrange = PV, CC & DC

Orange = CC & DCBlue = PV & DC

P = PositiveL = Potentially Limiting (white circle)

O = OrganisationalS = Societal

Matches

PV - CC 1CC - DC 4PV - DC 2

Health Index(PL)

PV-10-0 CC-10-0 DC-10-0

ambition 262 3(I)

humour/ fun 212 5(I)

friendship 201 2(R)

commitment 199 5(I)

creativity 197 5(I)

responsibility 184 4(I)

adaptability 180 4(I)

honesty 163 5(I)

making a difference 162 6(S)

independence 152 4(I)

Level Personal Values (PV) Current Culture Values (CC) Desired Culture Values (DC)

7

6

5

4

3

2

1

IRS (P)=8-1-1 IRS (L)=0-0-0 IROS (P)=2-3-5-0 IROS (L)=0-0-0-0 IROS (P)=3-4-2-1 IROS (L)=0-0-0-0

AIESEC: Overall Group (697)

This depicts the number of potentially limiting values per level in the Current Culture that were chosen by the survey participants. These represent all the potentially limiting values that were chosen and so may not be included in the top ten values on the Values Plot. Potentially limiting values are found only at levels 1, 2 and 3. This is a reflection of the degree of disorder within a system.

Level Potentially Limiting Values (Votes)Percentage

Entropy

3

confusion (67)long hours (65)hierarchy (64)

bureaucracy (63)information hoarding (23)

power (20)silo mentality (8)

310 out of 1237:4% of total votes

2

internal competition (54)blame (38)

manipulation (19)empire building (18)


1

cost reduction (68)short-term focus (67)

caution (58)control (54)

job insecurity (19)exploitation (6)


Total 711 out of 6970 10% of total votes

Entropy Table August 16, 2012Copyright 2012 Barrett Values Centre

This is a low and healthy level of cultural entropy.

Entropy Report

magic of values aiesec y2b 2012 - phil clothier

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