ValueMaps: A Powerful Tool for Building a Strong Organisational Culture
As a manager, you know how important it is to create a strong organisational culture that aligns with your organisation's goals and values. A strong organisational culture helps attract and retain top talent, increases productivity and engagement, and creates a sense of purpose and direction for employees. One powerful tool for building a strong organisational culture is the use of ValueMaps. In this article, we will explore the concept of ValueMaps, how they work, and how to use them to build a strong culture.

What are ValueMaps?

ValueMaps are visual representations of an organisation's collective identity and shared values. They are created through a collaborative process that involves all members of the organisation, from frontline employees to senior leaders. The process of creating a ValueMap involves identifying the organisation's core values and then mapping them to specific archetypal identities.

A ValueMap consists of three layers:

  • Values: The foundational beliefs that guide the people's actions and decisions.
  • Clusters of values: The combination of specific values that are aligned with each other.
  • Archetypal identity: The underlying patterns of behavior that direct action and decision making.
Energy8 example report EN 251218.001

Why are ValueMaps Important?

ValueMaps are important for several reasons. They provide a visual representation of the organisation's collective identity and shared values: By mapping the organisation's core values to specific behaviors and actions, ValueMaps provide a clear and concise visual representation of the organisation's identity and values.

ValueMaps help guide decision-making and behavior by providing a framework for evaluating options and making choices. When faced with a difficult decision, employees can refer to the ValueMap to determine the best course of action. When employees feel that their values are aligned with the organisation's values, they are more likely to be engaged and productive. This engagement can lead to better performance and results. ValueMaps help promote a culture of shared values by providing a common language and understanding of what is important to the organisation.

How to Create a ValueMap

Creating a ValueMap requires a collaborative and participatory process. There are four steps to follow:

  1. Participants are invited to answer two online questions. This takes about ten minutes.
  2. A web-based tool instantaneously generates ValueMaps based on their responses. The maps are unique profiles that represent collective identities and shared values.
  3. A ValueMaps ignites and accelerates a workshop conversation. Participants are encouraged to engage and share stories about what makes them thrive.
  4. This group experience generates the required commitment for action. A workshop is prepared, conducted, and wrapped up in three steps.

How to Use a ValueMap

Using a ValueMap requires a concerted effort from all members of the organisation. Here are some tips to follow up the workshop conversation. Communicate the ValueMap to all members of the organisation. This can be done through internal communications, such as newsletters, meetings, and training sessions. Also try to integrate the ValueMap into all aspects of the organisation, including decision-making, policies, procedures, and practices. When faced with a difficult decision, employees can refer to the ValueMap to determine the best course of action.

Energy8 all puppets

More about the origins

ChangeLabs initially introduced ValueMaps in 2006. Rik Berbé started incorporating social constructionism, systems theory, and archetypes into his work as an organisational development consultant. He created the ValueMaps and a workshop structure with the support of a community of practitioners and researchers. The effort is continuing, and new findings are constantly being included into the body of knowledge.

Please let me know your thoughts in the comments or send me a messageMore information on the website.

Leave a Reply