Corporate Culture Index | Assumptions You Should Avoid
page-template,page-template-full_width,page-template-full_width-php,page,page-id-416,ajax_fade,page_not_loaded,,qode_grid_1300,hide_top_bar_on_mobile_header,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-4.12,vc_responsive

Assumptions You Should Avoid


And now a word from your sponsor: As they say on TV: “Don’t try this at home.”

If you were to conduct an in-house survey of corporate culture in your organization, you would come up with a series of numbers. Some might be high, some might be low. But what would they actually mean? Can you discern any useful results out of these numbers? Not really – because you don’t have anything to compare them to.

Perhaps scores in one area, let’s say collaboration, are lower than in other areas. Does that indicate a problem or not? How can you tell? You can’t. That is, unless you have a set of global benchmarks to compare your data with. You need to see how your scores line up against general scores throughout the business world, or in a given nation.

Remember, as we said earlier, there aren’t necessarily ‘good’ or ‘bad ‘answers to certain questions. It’s more of a relative thing. Responses as quoted herein are usually global averages. If you can compare your in-house results with a national or global sample, you can make insightful conclusions that you couldn’t otherwise reach.

For example, maybe your scores seem low in one area, but are still relatively high compared to other organizations. You might realize you deserve more of a pat on the back than you thought! On the other hand, perhaps you feel confident in a particular area of corporate culture but survey results indicate otherwise. You might discover an area in which you need improvement.

Sherpa Coaching works with major corporate clients on enhancing corporate culture. This effort draws from twelve years of market research, and offers curricula which have been endorsed and offered by ten major universities.

One aspect of culture is the role of women in leadership. Do women’s opinions of their corporate culture differ from men’s? For three of our questions, their answers are significantly different. Gender breakouts from this 12th annual survey are available to corporate clients interested in developing women in leadership roles.

For further information, or to arrange a research project, please contact us using  the Contact tab or the link below.

Already taken the survey? Check out the results that can help your corporate culture.