The Culture Doctor’s values and how we ‘live’ them
Here we’ve outlined the values that underpin our own culture here at The Culture Doctor®. Taken from our Values Inventory, we ‘define’ the value, then describe how our behaviour reflects these values.
TRUST: Actively and accurately hearing and sensing another’s thoughts and feelings. To express thoughts and feelings in a climate of mutual trust.
The Culture Doctor® unfolds its best work when it trusts its clients and its clients trust The Culture Doctor®.
Trust and Respect are constant bedfellows – one flows from the other and back. Trust is fundamental to all productive working relationships. Trust is the essential ingredient that binds the organisation - and so it is within The Culture Doctor® as a professional service organisation.
INTEGRITY: Commanding the authority of thought leadership through our knowledge and integrity.
WISDOM: Seeking the wisdom that stems from understanding a set of sociological principles that govern human enterprises.
The Cultural Health Check® is founded on deep sociological understandings of how humans make and transmit meaning to create social order..
In a world awash with data/information, joining the information dots often creates new knowledge. Using knowledge to create meaning – humankind’s great quest - takes us to where real value is created - wisdom.
COLLABORATION: Commitment to societal transformation through both individual independent action and a loosely-coupled network.
The Culture Doctor®’s deep understandings of how change is possible is at the heart of transforming society one workplace at a time.
Work places should be spaces where we pursue and satisfy the values that drive us and shape our lives. This quest is a collaborative process of unfolding our best selves.
TRANSFORMATIVE COMMUNICATION: Communicating transformative insights to change the way people view the world and live in it.
Communication is the lifeblood of any organisation. We take the time to ensure we communicate fully and regularly with each other, and with our clients.
The listening component of communication lies at the epicentre of cultural change processes. We are what we believe – perception is reality. Human organisations are not rational entities – they are ‘believed’ into existence. Our beliefs constrain what is possible. Change as a transformative process starts with the conversation that seeks to render the impossible, possible.