The Values-Driven Organization: Cultural Health and Employee Well-Being as a

Description: Revised edition of the author's The values-driven organization, 2014. Part I: Understanding values 1. Values-driven. What does it mean? 2. The impact of values on performance 3. What employees want 4. Whole system change Part II: Values alignment and mission alignment 5. The model 6. The Cultural Transformation Tools 7. Building sustainable performance 8. Measuring Cultural Health 9. Types of culture 10. Industry reports Part III: Personal alignment 11. The seven levels of leadership 12. Reducing Personal Entropy 13. Measuring Personal Entropy 14. Coaching the leader 15. The leader as a coach/role model Part IV: Structural realignment 16. Choosing espoused values 17. Organizational democracy 18. Embedding the culture 19. The twenty-first-century organization Annex 1: Short description of SDGs Annex 2: The energy available to an organization Annex 3: The top 40 publicly traded best companies to work for in North America Annex 4: Firms of Endearment Annex 5: Good to Great Companies Annex 6: The Trust Matrix Exercise Annex 7: Theory U and Seven Levels of Consciousness Annex 8: The Four Why¿s Process Annex 9: Guidelines for choosing values and developing mission and vision statements Annex 10: A Brief Overview of the Origins of the Seven Levels of Consciousness model Annex 11: Defining consciousness Annex 12: List of the Cultural Transformation Tools® for mapping the values of organizations Annex 13: Using the BNS to develop a balanced set of strategy indicators Annex 14: CVA data plots and tables Annex 15: Brief description of principal maladaptive schema Annex 16: The personal mastery self-coaching process Annex 17: Tools for mapping the vavlues of individuals and leaders Annex 18: IVA, LVA, IDR and LDR data plots and tables Annex 19: Values, beliefs and behaviours exercise

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Location: Matraville, NSW

End Time: 2025-01-04T20:16:33.000Z

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