The Value Vectors Diagnostic

The Value Vectors Diagnostic presents the Value Vectors online for respondents to evaluate in a fully secure environment, where no technical knowledge is required, and where all information and data is held securely (and not shared with any third party).

A third-person style of evaluation is typically used, where “they” are described by the Value Vectors and the respondents assess how far these descriptions “fit” who or what is being evaluated – the person, team or organisation.

A version with direct evaluation is also available, but the “indirect” approach makes the evaluation seem less “confronting”.

(It also “hides” the Value Vectors themselves behind the descriptions so that respondents review the descriptions at face value, without either trying to avoid or align with particular values.)

With standard reporting, enhanced by visualisations that use the “wheel” structure of the Value Vectors, the diagnostic output:

• Presents a full and holistic picture of all values, including to understand which are out of focus or being set aside.
• Shows which values are complementary to ones that should be developed and which aren’t, e.g. with adaptability:
  • “Adjacent” values would cover both (i) the relational and interpersonal aspects that encourage (and make safe) adaptability, and (ii) the results-driven aspects that ensure ideas come to fruition.
  • “Opposite” values would be about consolidation, tradition and conformity – not inherently bad things, but potentially working against adaptability.
• Identifies potential “conflicts” between current and desired culture (including in terms of the individuals that operate within that culture).
• Makes comparisons between organisations where applicable, to understand varying priorities and perspectives – even culture clashes.

Extended reporting allows for exploration of the symptoms that may flow from a particular values “profile”, as well as allowing individuals to compare themselves against the “culture” emerging from the responses of other participants.

What to use the Value Vectors Diagnostic For

The diagnostic can be used as a personal evaluation tool – including for 360 feedback – but its main innovation is that it is primarily designed for evaluating organisations, and thus culture.

This has several applications:

• Understanding organisational drivers, strengths and weaknesses – this could follow running the Symptoms of What’s Not Working diagnostic, for example, or be run standalone.
• Identifying goals most sympathetic to, and achievable with, the values held.
• Evaluating organisational compatibility, either during a relationship or in the planning and negotiation stages.
• Customer profiling, to understand what your existing (or ideal) customers value and what they therefore prioritise.
• Relationship management, where two organisations typically assess one of them, e.g. for a customer to communicate its expected values and help a key supplier understand and operate consistently with them.