The Culture Pulse assessment measures values, norms, beliefs, and behavior, and demonstrates how culture controls the way employees behave amongst themselves as well as with people outside the organization.

How do you motivate people to get best results? People who manage via Support will work alongside and inspire their team. People who manage via Performance will set benchmarks and measurable performance goals. A sales manager who resonates with Support will tell their staff that they are valuable. A manager who resonates with Performance will tell their staff that the goal is valuable.

How do you control outcomes? People with Loose Control improvise by embracing unpredictability and innovation. People with Strict Control mitigate risk by embracing efficiency and planning. A musician with Loose Control will write songs when the mood strikes. A musician with Strict Control schedules their sessions and sticks to a regimen.

What facet of the task at hand motivates you to continue? Goal Oriented people enjoy the result. Means Oriented people enjoy the process. A Goal Oriented mountain climber will focus on how to climb the mountain and a Means Oriented climber will focus on why they are climbing.

How do you react to your customer/client/audience? Internally Driven people are motivated by what they believe. Externally Driven people are motivated by what others believe. An Internally Driven film director will make an eventual cult classic. An Externally Driven film director will make a Summer blockbuster.

How do you react to personal questions or stories? Approachable people give access to personal information freely. Guarded people keep access to personal information closed off. An approachable software engineer will initiate a conversation with those around them. A Closed software engineer will keep their head down and wait to have conversation initiated.

What makes you a group? Professionally Focused people identify with their work, profession, and title. Community Focused people identify with the people they surround themselves with. A Professionally Focused Mayor will introduce themselves to strangers as “A Politician.” A Community Focused Mayor will introduce themselves as “A Public Servant.”

Motivating Values are the primary influences in a person’s life, that initiate and stimulate behavior. Some values are assigned great worth and are sought diligently. Others are not considered important and may be ignored or even disclaimed. Values are fundamental incentives to motivation. An individual’s primary values will cause the where and why a person behaves the way they do, but not the how.

Interested in a logical, sequential process of reasoning. Intellectuals arrange, and interrelate everything into a logical system. Objective, critical, and seeks the facts. Prefers ideas and things to people. Instinctives form opinions on subjects or situations quickly. Feels that instincts are right and not a great deal of investigation is required. Tends to accept things at face value. Deals with feelings and opinions instead of facts.

Resourceful individuals are interested in economic gain. They see all objects, things, and ideas in their environment as a part of materialist structure. Practical, looks for utility and investment potential. Charitable individuals reveal a disregard for material things, prefer more intangible concepts of personal service and spiritual relationships. Wants to help the underdog.
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Harmonious people seek artistic beauty or creativity in cultural areas of expression. They seek form and harmony, grace, and symmetry, and want freedom to create “their own thing”. Can be a perfectionist about design, color, and detail. Those who are objective are not concerned with aesthetic beauty or taste. Tends to be practical and pragmatic. Judges objects, things, or programs by their usefulness or production of financial return.
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Altruistics have altruistic feelings for all people. Represents their end product rather than a means to the end. Seeks selflessly to improve the welfare of others by serving them. Actions impelled by social justice. Intentional individuals tend to be unconcerned with underprivileged people who have less material goods and wealth. Believes each person gets what they deserve. Lacks compassion for strangers.
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Commanders seek power and status. They seek to be in places above others in the organization's hierarchy structure. Enjoys being influential and are excited by personal recognition. Collaborators are conscious of the risk of the drive for power and shun the required contacts with "undesirable" people or situations. Power is not worth the adversities one must face to gain it. May exhibit leadership behind the scenes to champion a cause.
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Structured individuals seek to identify with a recognized force for good or to govern their lives by a code of conduct. “Right” or “Wrong” is important to them. Tends to be corporative and self-controlled. Innovative individuals are independent, individualistic. Wants to make decisions independent of established codes or customs. Can interpret the law for their own needs and rationalize to justify their individualistic actions.

Imagine your team is working on a high-stakes project. By using Culture Pulse and Motivating Values, you discover that one of your team members highly values innovation while another prioritizes stability. With this knowledge, you can balance the innovative ideas with practical steps to ensure stability, making both team members feel heard and valued.