The Nine FLOCK Company Culture Core Values
The FLOCK assessment measures each individual in your team against nine core values of a company culture. The results create a culture map. This visualises your core values, motivators, de-motivators, and your leadership style. You can also compare culture maps to see if values align between your teams and individuals within your team. Below you’ll find definitions of each core values. For the science behind FLOCK please follow this link or get in touch with us at email@example.com!
Caring measures how people orient in respect to diversity, bias, inclusion, care and wellbeing.
A high value indicates you respect and protect all employees and customers. You also respect different points of view.
A low value indicates you feel getting the job done, is more important than getting it done correctly. You do not care about how jobs are achieved and interpersonal cost.
Teamwork measures how important an empowering organisational climate that encourages collaborative working and sharing is to an individual.
A high value indicates you take ownership for actions as part of collaborative, high performing team. You thriving in the environment.
A low value indicates an individualistic approach. You focus on your own tasks above and beyond teamwork and co-working.
Recognition is the measure of how important the need for individual recognition is to you within any organisation.
A high value indicates recognition is important to you. Fair financial rewards may boost your motivation, engagement and performance.
A low value means you may not respond to recognition. Instead, you reward alone and may require other forms of motivation and activity to be fully engaged.
Customer focus is how important the customer experience in daily behaviours and interactions is to you.
A high value shows you actively understand what makes wining customers experiences. Plus, how you can contribute to the experience. Regardless of whether the job role is customer facing or internal.
A low value indicates you are not motivated by being strongly customer focused. Instead you prefer to focus on your job role and specific targets set by your organisation.
Adaptability measures how important flexibility, creativity, speed and innovation is to you in the workplace.
A high value means you thrive in a faster-paced, innovative, and ever-changing environment.
A low value indicates you are driven by structure, processes and rules. Instead of flexibility, freedom and experimentation. You prefer being careful and predictable than pace and innovation.
Autonomy measures how important leading at all levels in the organisation is to you. You are empowered and supported to contribute within and outside of your job role.
A high value indicates you are self-directed and will thrive in a flatter more empowering organisational structure. You can step-up and contribute beyond your job role.
A low value indicates you are driven by focus, governance, rules and structured management within your job role.
Result Focus measures the importance of having goals and targets that are specific, measurable, relevant, achievable and time bound for any role, at all levels.
A high value means you are motivated by meeting or exceeding goals. This is through focus on clear deliverables within the job role, project or task being assigned.
A low value indicates that importance of outcome factors is reversed: i.e. process over output, relationship over task, project team over project deliverable.
Professional Growth measures how much you value an organisation that invests in their people. This could be to grow your knowledge, skills and behaviours in support of your contribution to business success. In turn, growth within the business.
A high value means you are primarily driven by accessing continuous development at work to help with your personal growth. You enjoy taking on broader activities, roles and responsibilities.
Detail-Oriented measures how much you value the ability to make decisions based on sound logic, validated analysis, proven measures of success and risk management protocol.
A high value indicates you are motivated to go beyond emotion, gut feeling and legacy trends. You like to make decisions based on predictive data, driving multiple decision options and likely outcomes. You do this for high quality decision making.
A low value indicates you are a person who makes quick decisions. You are often emotionally driven. You prefer to consider the big picture without the need for the detail or validation of possible outcomes.