h1

We saw this special test.

September 28, 2006

Management Drives is the #1 cultural assessment instrument that makes it easier to better manage your people and your organization. Through a quick, revealing assessment we are able to help employees and companies become more effective as individuals, as teams, and as organizations.

logomd.gif
Basic Principle

The Management Drives vision is to create better organizations. The basic principle on which Management Drives operates is that organizations must be managed and changed in a way that connects with the drives of the people who work there. Because cooperation, communication, task allocation and management are all much easier if they are based on an understanding of what drives one another. Knowledge of drives goes a lot further than many people think, because drives determine how people function. What drives a person determines her/ his behavior, her/his perception, her/his motivation for doing things, or not doing them, the things he/she likes to put energy into, and her/his management and decision-making style. Management Drives provides a common-sense look at organizations, and what they can and cannot do to improve their performance and image.
Graves Theory
The Management Drives concept is based on the
theory of Professor Clare Graves, a well-known psychologist and colleague of Maslow. Graves distinguished a number of value systems or world views. Combinations of intensity and sequence of these views (or drives) determine how an individual thinks and acts. By combining this theory with concepts from organizational studies, with the aid of sophisticated measuring tools, we can apply it to organizational development. We draw validated, verifiable conclusions from individual and group profiles regarding individual performance, group behavior, communication and management. We can also clearly pinpoint an organization’s potential for change, and which people could play a key role in the process.
Management Drives Assessment

MThe Managaement Drives Assessment is an online questionnaire that takes 20 minutes to complete. The software generates highly recognizable profiles of individuals and groups that provide the basis for a systematic approach to organizational issues. The Management Drives concept allows the consultant to draw logical conclusions from the results, conclusions that the client can easily verify. The Management Drives concept then offers a number of methods for solving problems that connect with the drives measured. These methods focus on five categories:
– Improving individual performance
– Strengthening management
– Improving group performance
– Reorganizations
– Organizational strategy
The online assessment can be obtained by all organizations, regardless, size, industry, or country, in English, German or Dutch.

Management Drives brings value to organizations in the following areas:
Deliberate development of organizational culture
In day-to-day business we often find operational and organizational imbalances due to differences in the drives of management and executive personnel. Through the Management Drives approach managers see that managing people is not imposing your own drives on the organization, but finding a balance and  congruence between WHO, WHAT and HOW.

Directing HR-policy and HR instruments
Human Resources Management is the primary channel for management of employee development and the organization’s desired culture. Many HR instruments are at your disposal and can be used in many different ways – but how do you choose the best application? By determining the culture of an organization and identifying the best path for development, we can help you gain optimal effectiveness from your HR instruments for any of your practice areas. For an example, see our brief Competency Management case treatment.
Improving organizational control
If your organization is dominantly Blue on an operational level, and your management is Orange, management is inclined to manage on a high level in terms of goals and results. Your operations personnel, however, think in terms of processes and details. Management Drives helps you interpret this valuable insight, and provides alternatives to adequately manage/control your organization.
Improving Team Performance (e.g. improved sales results)

Measuring value systems gives you insight into your team’s drives. The next step is to determine if those drives are adequate for the team’s task at hand. Does the project plan allow enough room for certain members with dominant Green and Yellow to communicate and discuss, or will deadlines slip? What is the optimal way of doing things? Are the team processes structured in such a way that they align with the task and drives of your employees?

Strengthen Management
What are your strengths as a manager and what are your weaknesses? What are the strengths of your Management Team and what is the best possible way to manage your organization? These are all questions that Management Drives answers.
Determine Organizational Strategy

Stick to your strengths and build on them. Many organizations that are oriented on internal operations have tried to transform into firms with an external customer focus. Executive personnel in this case suddenly have to become account managers. After a while these organizations find that the core competence of the company (e.g. loyally, reliably and securely sending out invoices to customers) isn’t as good as it used to be. They now have to find their way back to operational excellence. Based on measuring value systems / drives we can determine which strategies (and internal development processes) are feasible and attainable for an organization and which ones surely are not.
Guiding mergers and reorganizations

When two groups need to (or must) work together we can predict, based on their values measurement, how these groups will perceive each others’ culture, as well as what culture mix may eventually originate between the two. This new culture pattern tells you which tasks they (as a team or organization) can handle and which tasks they will have trouble with. This determines to a great extent whether the merger or reorganization will be successful.
Prioritizing actions that stem from employee satisfaction surveys

If your organization is highly Green and your employees complain about a lack of communication, then our advice would be to look at this complaint, but also realize that you will always hear this complaint in this type of organization. However, if we measure hardly any Green in an organization with the same complaint then you probably have a serious problem that you need to do something about. When people express dissatisfaction in terms of value systems beyond their own value pattern, there is usually something seriously wrong.
Improving individual functioning

While Management Drives is a powerful instrument for the development of organizations and teams, it is also a flexible tool for individual professional development.  Employees strongly identify with their profiles and can more easily identify the best path of training and activity to develop desired competency and skill.  Coaching also becomes much more effective when the employee’s and coach’s value profiles are clearly mapped..

More information: +31 (0)6 109 149 71 Ewit Roos.

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: