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Series 2

Cultural Quotient

Last blog we shared with you the importance of having the right culture; here we share with you on what is Cultural Quotient.

Information Sharing

Today many organizations struggle to retain the right people. Many feel that the easiest way of doing that would be by giving a pay rise. This not only sets a dangerous precedent, but adversely impacts the culture of the organization. How does one measure the culture? While strategies can be put in place to improve the culture of the organization, but unless you know what is known as ‘Cultural Quotient’, formulating strategies would be a shot in the dark. Now let us see on how we measure ‘Cultural Quotient’

Cultural Quotient (CQ) Assessment:

To measure CQ, the following ten key indicators are evaluated:

FIND YOUR CULTURAL QUOTIENT

Understanding and applying the Pygmalion Effect in leadership can transform organizational culture, driving sustained performance and improvement across teams.

Communication Encouragement

Open work areas, whiteboard markers, etc., to stimulate communication.

Information-Sharing

Information Sharing

Regular updates through newsletters, intranet, group meetings, etc.

Trust and Respect

High levels of mutual trust and respect among employees.

Collaboration Support

Encourage people to collaborate on projects and allow them to identify potential projects even though it takes time away from ‘normal’ duties.

Balanced Rewards

Balanced Rewards

Comparison policy that awards collaborative efforts as well as individual efforts.

Shared Values and Vision

Shared Values and Vision

Clear Understanding of organization's values, visions, and objectives, with encouragement for personal and group clarity.

Risk and Reward Sharing

Risk and Reward Sharing

Equally shared risks and rewards within the organization.

Collaborative Technology

Access to computer-enhanced collaborative tools and groupware for all employees.

Informal Interaction

Informal Interaction

Encouraging informal interaction and an open-access policy across departments.

Pride in Work

Employees take pride in their work and express it in various forums.

Rating Scale:

1 (Never/Terrible)
2 (Seldom/Poor)
3 (Generally/Average)
4 (Often/Good)
5 (Always/Excellent)

Evaluation:

50 = Great
45-49 = Good Work
40-44 = Right Track, but keep your line of communication open to make it better
39 and less = Collaborate before it is too late

By evaluating CQ, organizations can gauge their cultural health and implement strategies to foster collaboration, trust, and alignment with the company’s vision. This holistic approach is crucial for long-term employee satisfaction and retention.

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