Adapt supports the use of a unique role in an organisation - a Cultural Leader - to help embed and strengthen the desired culture. Each Cultural Leader has a team - or cohort - of people for whom they are the cultural elder or mentor. They will meet with each team member regularly to capture their Career Valuation or CVT. This tribal eldership model is designed to help businesses manage and nurture their culture and communicate cultural messages to the organisation.
The cultural cohorts are managed in the platform. Each Cultural Leader has a cohort and can manage when catch-ups are due, what their Career Valuation Score is, etc. Once you assign people a cohort in the Cultural Leadership Framework, they are automatically assigned the role of Cultural Leader.
It's important to agree and capture the role of the Cultural Leader. Here is an example:
| Accountabilities | Attributes | Skills |
|---|---|---|
|
|
|
Career Valuation Tool
The Career Valuation Tool supports a structured conversation about what motivates each employee and how the organisation is delivering on their needs. This is important data for the Leadership Team to use as inputs into their strategy and cultural initiatives. The Career Valuation feature helps people challenge their personal philosophy on life and ask questions about very important intangibles. For instance, how do you value seeing more of your family versus more money?
You can read more about Career Valuations here
To learn how to analyse Career Valuation data, watch the video here.
Align your people, systems and data with your culture
Adapt doesn’t dictate how leaders should hire people or what they pay people or how they exit people but we do believe these processes need to be aligned to your culture.
“87% of employees expect their employer to support them in balancing work and personal commitments”.
Forbes, 2019
You need to ensure you are recruiting people who are aligned with your values; your induction process will engage them with your culture; you continually assess their engagement and fit with the organisation; and your process of exiting people is in tune with your values.
A key tool to drive values-based conversation is a values audit. This is designed to be used as a ‘check-in’ on whether people understand and align to your values. It is often used as a cultural activity at a strategy session or by Cultural Leaders when catching up with their cohorts.
Resources:
Values Audit template
Using the adapt team model