ValueMatch offers online assessment tools and accompanying services based on the ideas of Spiral Dynamics and Reinventing Organizations. Where other tests and research are based on behavior, our instruments measure underlying value systems. This enables us to uncover the dynamics between people and their workplace and so empower employees, teams and organizations to function better.
Our assessments, based on Spiral Dynamics and Reinventing Organizations, result in three profiles: the value profile, the culture profile and the change profile. Each in their own right and especially when combined, lay the foundations for personal and organizational growth.
Consultants and trainers, as well as HR professionals and managers, use our tools in transition processes and interventions. Read more about how you can help your client or your own organization, move forward with Spiral Dynamics and Reinventing Organizations. Please take a look at our courses.
For organizations and professionals who want more insight into the dynamics between employees and organizations, but have no knowledge or experience with ValueMatch instruments, we offer our own advisory and coaching services. Or order a single personal value profile to discover more about yourself.
Dr. Don Beck, founder of Spiral Dynamics Integral about ValueMatch assessment instruments
ValueMatch trains coaches, organizational advisers, HRM professionals and others interested in using ValueMatch instruments and in Spiral Dynamics thinking. Below you can find the open enrollment events and in addition, we offer customized in-company training. Our trainers have decades of experience in organizational advisory work and have all been certified by Don Beck to give SDI level 1 to 3 courses. See also our Spiral Dynamics level 3 mentor program.
ValueMatch provides comprehensive reports for all of its assessments which include a clear explanation of Spiral Dynamics, the assessment and a personal interpretation. However, professionals with knowledge and experience of our assessments are able to provide a more in-depth interpretation and are skilled at applying this information in order to achieve sustainable changes with their clients.
We offer professionals who are interested in working with our assessments, a ValueMatch Certified Practitioner training course. This training will give you all the information you need about our instruments and you will be able to put this into practice straight away under our supervision. These trainings are suitable for consultants, coaches, trainers, (people) managers and HR professionals.
As a professional, you also need a good basic knowledge of Spiral Dynamics. To this end we regularly offer online training and for larger groups we can provide in-company training. In addition, our partner Synnervate in the Netherlands offers a comprehensive range of training courses in Spiral Dynamics based on open enrollment. See our diary for the current selection of training on offer.
Professionals who have followed our certification training receive 25% to 50% discount on the price of our assessments by registering for a subscription. The subscription price ranges from € 300 (minor user) to € 2,000 (major user) per year. The subscription entitles the holder to a number of profiles and is therefore in fact a prepayment.
Certified Practitioners receive the following facilities:
ValueMatch develops its instruments and training in close collaboration with practitioners, making them not only practice-oriented but also user-friendly. Regular meetings are organized with the following aims:
Further mutual exchange takes place via a dedicated Facebook group.
ValueMatch uses an online system that is state-of-the-art in terms of ease of use, access security and data security.
Survey respondents receive a personal email containing a personally encoded link (URL). A single mouse-click will take them to the questionnaire. Even if multiple profiles are to be composed, respondents only need to complete a single (composite) questionnaire. Completing the questionnaire generally takes between 30 and 75 minutes, depending on the number of assessments someone fills out.
Subscribers to ValueMatch can choose between conducting the survey independently or leaving it wholly to ValueMatch. A survey conducted by ValueMatch looks like this:
ValueMatch ensures the security of data in several ways. A number of security aspects are:
This instrument gives insight into how a change process unfolds within an individual. At the same time it is an indicator of the well-being of a person at a certain point in time. For this we use the change states as defined by Don Beck and Chris Cowan in their book Spiral Dynamics. The change profile consists of:
The graph shows how a person's energy is divided across the five change states: alpha, beta, gamma, delta, new alpha and flex (as defined in Spiral Dynamics).
The vertical axis indicates the extent to which a person is in harmony with his or her life conditions; the higher the score in the top indicators (alpha and new alpha), the more a person perceives his or her life conditions as harmonious. Higher scores in the bottom indicators are a sign of friction with respect to current conditions.
The horizontal axis shows the flow of a change process. Major changes often go through this entire dynamic process, indicated by the blue lines, from harmony to friction and back to harmony.
In this example, scores in alpha and beta are higher compared to other scores, which indicates some satisfaction with the current situation (alpha), but that there is also quite a bit of friction, uncertainty or dissatisfaction. The person has no idea yet how things will change (low flex and delta) or what a possible new situation may look like (low new alpha).
ValueMatch has grouped the change states in stability, tension and movement. This makes it easier to get an overview of what is happening. Beside that yellow or red flags indicate change states that require attention, such as the red flag with 'beta' in the example above.
The tables for "Change Characteristics" and "Change characteristics" below are interpretations of scores shown in the table above.
The table "Type of change" shows a person's preference either to improve the current situation or to change to a wholly new situation instead. It corresponds with the First Order and Second Order change as defined in Spiral Dynamics.
The table "Emphasis in Change Process" is an indicator showing which areas of a person's life will be affected by possible change.
The interpretation of these profiles should always be performed by an experienced expert within the context of a coaching dialogue or workshop relating to change processes. ValueMatch works with a group of specialised professionals who can facilitate this. We also offer training courses for professionals who are interested in acquiring such skills.
Based on the Spiral Dynamic value systems, this tool yields deeper insight into people's values, convictions and drives that form the basis for how we think, decide and act. By means of a questionnaire, ValueMatch determines which Value Systems a person favours (accepts) or rejects. The graph below shows an example of a personal Values Profile. The upper half shows the acceptance. In this example the person most favours the orange system, which reveals a preference for self-expression, a dedication to success, and rationality. The lower half of the graph shows the rejection. In this example the person most rejects the blue system, which may indicate an aversion to bureaucracy, to moralising behaviour and to strict hierarchies. Much energy can be lost fighting such rejections.
Often profiles are created for both individuals and teams; in that case, the grey lines indicate the team averages. This directly reveals the dynamics at play between the individual and the team.
Aside from the Spiral Dynamics profiling graphs, ValueMatch incorporates the following aspects, which make it unique in the current market:
The research by professor Clare Graves shows that people under pressure are often driven by different values than when relaxed. For example, a manager who has a habit of seeking consensus for decision-making may under pressure become dominant and force through his own decision.
The development of new Value Systems in people generally starts at a cognitive level, before impacting their actions and behaviour. To make this visible, the ValueMatch questionnaires specifically query a person's ideal world, which reveals a person's aspiration. This aspiration either shows that they wish to explore new (or more complex) systems (green and yellow in the example below), or that they wish to integrate supporting value systems which are as yet underdeveloped.
These aspects generate a more dynamic view of a person or a team, which is a unique feature of the ValueMatch profiling tools.
In the first example graph above, we saw that the respondent's most important drives are orange (rationality, success-driven) and green (harmony and community-focused), with a strong rejection on blue (can concern different aspects such as laws, bureaucracy or dogmatic morality). The fact that the drive, when under pressure (second graph), shows a strong orange and, for aspiration, shows green and yellow (community and synergy-focused) could mean that orange is the most strongly developed and integrated system. However, the person might be happiest in an environment with clear green (community-focused) and yellow (seeing the world as a whole of interconnecting parts) qualities. This interpretation is only a possibility and needs to be validated by talking to the person and translating this to aspects of their daily life. The profiles help us formulate the right questions, but a conversation with the person is always necessary to validate our findings and to translate them into meaningful insights.
The Value Systems can be differentiated into systems that are oriented on group-cohesion, and systems that focus more on self-expression. Often people's biography reveals a preference for one of the two, which may mean that the related Value Systems are more developed. In the example below there is a preference for the self-expression systems: red, orange and yellow.
The Society graph shows how the person (or group) views society, again based on the Value Systems. This is a subset of the total Values Profile of the person (or group). This graph is relevant in situations where the organization is seen as an integral part of society and the focus of the organization is to contribute to it.
Finally, we provide an overview of personal characteristics (this is also created for group profiles). This is a selection of the answers with the highest scores and gives a quick overview of what is important for the person.
As a common application of Spiral Dynamics profiling tools, ValueMatch can create group profiles based on the average of the group members. In our research we have additionally found it useful to create an extra overview of group members' first and second choice value systems. Per respondent we therefore determine the two highest scores in acceptance and rejection. A separate graph demonstrates how many people of the group have a certain value system as first choice or second choice (acceptance or rejection). This gives a quick insight into the group's primary drive and rejections and is a powerful insight in the qualities and pitfalls of the team, its strenghts, weaknesses and the risk factors. These profiles are also created for 'under pressure' and 'aspiration'.
In the example below, the graph printed in bold presents the first-choice value systems of the group members, and the lighter parts indicate the second choice. In this example, seven of group members have green as first choice, and three have green as second choice. Three have have blue as their primairy rejection and five reject red the most. Under pressure the group relies most on their green values and yellow is the strongest aspiration of the group.
What makes ValueMatch assessment instruments unique is that they can measure both employee values and organizational culture and structures. This gives insight into how the work environment can best be tailored to suit employees, which in turn helps organizations perform better and lets employees thrive as professionals. In addition, we help organizations inspired by Frederic Laloux's 'Reinventing Organizations', to use our instruments to create a more 'teal' or 'yellow' organization culture and get on track for positive renewal and innovation. We map the current culture and provide a specific framework to become more 'teal'. To achieve this, we offer a unique Spiral Dynamics extension built on the principles of Reinventing Organizations.
You can try our assessments straight away! Just go to our shop and order a values report. You can fill in the questionnaire immediately and receive our report within one working day along with an explanation of Spiral Dynamics, your results and a personal analysis.
ValueMatch has a network of a few hundred professionals around the world who have been trained in the application of Spiral Dynamics and ValueMatch assessments. Their area of expertise varies widely, from personal coaching to doing complete cultural analysis of your organization.
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The Spiral Dynamics model helps understand and align both people and culture. It can be applied in personal coaching, team coaching, organizational development, recruiting and more. |
