In the weeks leading up to the forum, participants were invited to take part in a Values Assessment. Here are the questions and results.

1. Spirit of Humanity Forum: Governance Systems & Change
Agents Values Assessment 2014 – Headline Results
Prepared by:
Barrett Values Centre
April 7, 2014

2. www.valuescentre.com 2
In the weeks leading up to the
forum, participants were invited to take
part in a Values Assessment. Here are
the questions and results.
The results are also available on the
Spirit of Humanity Facebook page
https://www.facebook.com/sohforum

3. www.valuescentre.com 3
Assessment Questions
1. Personal Values - Please select ten of the following values/behaviours that
most reflect who you are, not who you desire to become.
2. Current Governance Systems - Please select ten of the following
values/behaviours that reflect how human governance structures and
systems (corporations, governments, NGOs, institutions etc) currently
operate.
3. Desired Governance Systems - Please select ten of the following
values/behaviours that you would most like to see reflected in human
governance systems (corporations, governments, NGOs, institutions etc).
4. Current Change Agents - Please select ten of the following
values/behaviours that you currently see or experience among groups or
organisations that are focused on making the world a better place.
5. Desired Change Agents - Please select ten of the following
values/behaviours that you would like to see more of among groups or
organisations that are focused on making the world a better place.

5. www.valuescentre.com 5
Personal Values of Spirit of Humanity Forum
Participants
Values/behaviours that most reflect who you
are, not who you desire to become
• compassion
• creativity
• humour/ fun
• making a difference
• spirituality
• caring
• enthusiasm
• integrity
• wisdom
• positive attitude

6. www.valuescentre.com 6
How SoH Forum Participants experience the
Current Culture of Human Governance Systems
Values/behaviours that reflect how human governance
structures and systems
(corporations, governments, NGOs, institutions etc)
currently operate?
• bureaucracy (L)
• short-term focus (L)
• self-interest (L)
• disjointed (L)
• corruption (L)
• elitism (L)
• power (L)
• wasted resources (L)
• materialistic (L)
• conflict/ aggression (L)
• strategic alliances

7. www.valuescentre.com 7
Values that Forum Participants Desire for
Human Governance Systems
Values/behaviours that you would most like to see reflected
in human governance systems
(corporations, governments, NGOs, institutions etc).
• concern for future generations
• collaboration
• compassion
• accountability
• long-term perspective
• global thinking
• dialogue
• peace
• ecological awareness
• creativity
• educational opportunities
• sense of community
• social responsibility

8. www.valuescentre.com 8
How SoH Forum Participants experience the
Current Culture of Change Agents
Values/behaviours that you currently see or experience
among groups or organisations that are focused on
making the world a better place..
• insufficient resources (L)
• caring
• commitment
• community involvement
• compassion
• global thinking
• enthusiasm
• human rights
• confusion (L)
• making a difference

9. www.valuescentre.com 9
Values/behaviours that you would like to see more of
among groups or organisations that are focused on making
the world a better place..
• wisdom
• compassion
• accountability
• cooperation
• cross group collaboration
• global thinking
• long-term perspective
• spirituality
• holistic thinking
• shared vision
Values that SoH Forum Participants Desire for
Change Agents / Organisations

10. www.valuescentre.com 10
DETAILED RESULTS
Values Assessment Plots and Charts

11. Spirit of Humanity Forum:
Assessment of Global Governance Systems (Q 1,2,3)
Prepared by:
Barrett Values Centre
April 7, 2014

12. SoHForum – Global Governance Systems: Overall Group (60)
3+. Fear is a factor in how this group operates or is managed.
NEW VALUES TO FOCUS ON
Any values shown in blue are values that are important to the
individuals who work for the group and are requested in the Desired
Culture but are not showing in the top values of the Current Culture.
How can you support your staff to bring these values and strengths to
work so that they and the group would derive further benefit from
them?
Any Desired Culture values shown in black are entirely new requests.
They do not show in the Personal or Current Culture. To what extent are
these values positive new requests, or maybe a reaction to something
that is not happening or is unhealthy in the Current Culture? What
themes do you notice with these new values? Open a dialogue with
these people to gain a deeper understanding.

Values Matches: 0
Values Matches: 0
bureaucracy, short-term focus, self-
interest, disjointed, corruption, elitism, power, wasted
resources, materialistic, conflict/ aggression
41%+. Critical situation requiring leadership changes to avoid
organisational failure.
Cultural Entropy: 66%
Limiting Values: 10
Summary April 7, 2014Copyright 2014 Barrett Values Centre
Personal & Current Culture Alignment
3 or more. People are able to bring themselves to work.
1-2. People are somewhat able to bring themselves to work.
0. People are not able to bring themselves to work. Look to
blue values in Desired Culture for guidance, if any.
Current & Desired Culture Alignment
6 or more. Excellent, strong, healthy culture.
4-5, good. Group is on the right track.
2-3, fair. Group is somewhat on the right track. More work
needs to be done.
0-1, poor. Group is unhappy or frustrated, wants to see
changes or take a new direction.
0. This group does not operate from the basis of fear.
1-2. May be some element of fear behind how decisions are
made or how people are managed.









0-10%. Healthy functioning.
11%-20%. Some problems requiring careful monitoring.
21%-30%. Significant problems requiring immediate attention.
31%-40%. Serious situation requiring immediate leadership
intervention and changes.






13. SoHForum – Global Governance Systems: Overall Group (60)
bureaucracy (L) 41 3(O)
short-term focus (L) 29 1(O)
self-interest (L) 27 3(I)
disjointed (L) 25 3(O)
corruption (L) 24 1(O)
elitism (L) 22 3(R)
power (L) 22 3(R)
wasted resources (L) 22 3(O)
materialistic (L) 20 1(I)
conflict/ aggression (L) 19 2(R)
strategic alliances 19 6(R)
concern for future
generations
28 7(S)
collaboration 26 6(R)
compassion 26 7(R)
accountability 24 4(R)
long-term perspective 19 7(S)
global thinking 18 7(S)
dialogue 16 6(R)
peace 16 7(S)
ecological awareness 15 7(S)
creativity 13 5(I)
educational opportunities 13 3(O)
sense of community 13 2(R)
social responsibility 13 4(S)
Values Plot April 7, 2014Copyright 2014 Barrett Values Centre
I = Individual
R = Relationship
Black Underline = PV & CC
Orange = PV, CC & DC
Orange = CC & DC
Blue = PV & DC
P = Positive
L = Potentially Limiting (white circle)
O = Organisational
S = Societal
Matches
PV - CC 0
CC - DC 0
PV - DC 2
Cultural Entropy:
Current Culture
66%
compassion 25 7(R)
creativity 24 5(I)
humour/ fun 20 5(I)
making a difference 19 6(S)
spirituality 17 5(I)
caring 16 2(R)
enthusiasm 16 5(I)
integrity 16 5(I)
wisdom 16 7(I)
positive attitude 15 5(I)
Level Personal Values (PV) Current Culture Values (CC) Desired Culture Values (DC)
7
6
5
4
3
2
1
IRS (P)=7-2-1 IRS (L)=0-0-0 IROS (P)=0-1-0-0 IROS (L)=2-3-5-0 IROS (P)=1-5-1-6 IROS (L)=0-0-0-0

14. SoHForum – Global Governance Systems: Overall Group (60)
CTS = 62-20-18
Cultural Entropy = 1%
CTS = 13-7-80
Cultural Entropy = 66%
Personal Values
CTS = 62-21-17
Cultural Entropy = 0%
Values Distribution April 7, 2014Copyright 2014 Barrett Values Centre
Positive Values
Potentially Limiting Values
Current Culture
Values
Desired Culture
Values
C
T
S 2
1
3
4
5
6
7
C = Common Good
T = Transformation
S = Self-Interest
0%
1%
0%
3%
10%
4%
20%
32%
13%
17%
0% 20% 40% 60%
1
2
3
4
5
6
7
25%
11%
30%
7%
2%
5%
7%
3%
8%
2%
0% 20% 40% 60%
1
2
3
4
5
6
7
0%
0%
0%
6%
6%
5%
21%
19%
16%
27%
0% 20% 40% 60%
1
2
3
4
5
6
7

15. SoHForum – Global Governance Systems: Overall Group (60)
Cultural Entropy
Personal Values Current Culture
Values
Desired Culture
Values
Self-Interest
Transformation
Common Good
CTSCopyright 2014 Barrett Values Centre April 7, 2014
1%
66%
0%
17%
14%
17%
20%
7%
21%
62%
13%
62%

16. SoHForum – Global Governance Systems: Overall Group (60)
This depicts the number of potentially limiting values per level in the Current Culture that were chosen by the survey
participants. These represent all the potentially limiting values that were chosen and so may not be included in the top ten
values on the Values Plot. Potentially limiting values are found only at levels 1, 2 and 3. This is a reflection of the degree of
disorder within a system.
Level Potentially Limiting Values (Votes) Cultural Entropy %
3
bureaucracy (41)
self-interest (27)
disjointed (25)
elitism (22)
power (22)
wasted resources (22)
centralised government (11)
ideological (11)
strict moral/ religious codes (1)
30% of total votes
2
conflict/ aggression (19)
blame (17)
protectionist (12)
tradition (9)
gender discrimination (5)
ethnic discrimination (1)
11% of total votes
1
short-term focus (29)
corruption (24)
materialistic (20)
insufficient resources (18)
uncertainty about the future (18)
greed (17)
environmental pollution (13)
crime/ violence (4)
poverty (3)
terrorism (1)
unemployment (1)
25% of total votes
Total 393 out of 600 66% of total votes
Cultural Entropy Table April 7, 2014Copyright 2014 Barrett Values Centre
This level of cultural entropy reflects
critical problems requiring cultural
and structural transformation,
selective changes in leadership,
leadership development and
coaching.
It is important to reduce the level of
cultural entropy to improve
performance.
Cultural Entropy Report

17. SoHForum – Global Governance Systems: Overall Group (60)
Current Culture Votes Desired Culture Votes Jump
concern for future generations 3 28 25
compassion 1 26 25
collaboration 3 26 23
long-term perspective 1 19 18
accountability 7 24 17
peace 0 16 16
global thinking 4 18 14
sense of community 0 13 13
dialogue 4 16 12
ecological awareness 3 15 12
effective healthcare 0 12 12
A value jump occurs when there are more votes for a value in the Desired Culture than in the Current Culture. Listed below
are the values with the largest increase in votes. The values in bold are represented in the Desired Culture.
Values Jumps Table April 7, 2014Copyright 2014 Barrett Values Centre
Values Jumps

18. SoHForum – Global Governance Systems: Overall Group (60)
Personal Values Current Culture Values Desired Culture Values
Positive Values DistributionCopyright 2014 Barrett Values Centre April 7, 2014
3%
10%
4%
20%
32%
13%
17%
7%
2%
5%
7%
3%
8%
2%
6% 6% 5%
21%
19%
16%
27%
Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Level 7
Desired Culture Values sense of community
accountability
social responsibility
creativity
collaboration
dialogue
concern for future
generations
compassion
long-term perspective
global thinking
peace
ecological awareness
Values Jumps

19. Spirit of Humanity Forum:
Assessment of Global Change Agents (Q 1,4,5)
Prepared by:
Barrett Values Centre
April 7, 2014

20. Spirit of Humanity Forum: Overall Group- Organisations (60)
3+. Fear is a factor in how this group operates or is managed.
NEW VALUES TO FOCUS ON
Any values shown in blue are values that are important to the
individuals who work for the group and are requested in the Desired
Culture but are not showing in the top values of the Current Culture.
How can you support your staff to bring these values and strengths to
work so that they and the group would derive further benefit from
them?
Any Desired Culture values shown in black are entirely new requests.
They do not show in the Personal or Current Culture. To what extent are
these values positive new requests, or maybe a reaction to something
that is not happening or is unhealthy in the Current Culture? What
themes do you notice with these new values? Open a dialogue with
these people to gain a deeper understanding.

Values Matches: 2
Values Matches: 4
insufficient resources, confusion
41%+. Critical situation requiring leadership changes to avoid
organisational failure.
Cultural Entropy: 20%
Limiting Values: 2
Summary April 7, 2014Copyright 2014 Barrett Values Centre
Personal & Current Culture Alignment
3 or more. People are able to bring themselves to work.
1-2. People are somewhat able to bring themselves to work.
0. People are not able to bring themselves to work. Look to
blue values in Desired Culture for guidance, if any.
Current & Desired Culture Alignment
6 or more. Excellent, strong, healthy culture.
4-5, good. Group is on the right track.
2-3, fair. Group is somewhat on the right track. More work
needs to be done.
0-1, poor. Group is unhappy or frustrated, wants to see
changes or take a new direction.
0. This group does not operate from the basis of fear.
1-2. May be some element of fear behind how decisions are
made or how people are managed.









0-10%. Healthy functioning.
11%-20%. Some problems requiring careful monitoring.
21%-30%. Significant problems requiring immediate attention.
31%-40%. Serious situation requiring immediate leadership
intervention and changes.






21. Spirit of Humanity Forum: Overall Group- Organisations (60)
insufficient resources (L) 23 1(O)
caring 22 2(R)
commitment 20 5(I)
community involvement 19 6(S)
compassion 19 7(R)
global thinking 18 7(S)
enthusiasm 15 5(I)
human rights 14 7(S)
confusion (L) 13 3(O)
making a difference 13 6(S)
wisdom 19 7(I)
compassion 18 7(R)
accountability 16 4(R)
cooperation 16 5(R)
cross group collaboration 16 6(O)
global thinking 16 7(S)
long-term perspective 14 7(O)
spirituality 14 5(I)
holistic thinking 13 7(O)
shared vision 13 5(O)
Values Plot April 7, 2014Copyright 2014 Barrett Values Centre
I = Individual
R = Relationship
Black Underline = PV & CC
Orange = PV, CC & DC
Orange = CC & DC
Blue = PV & DC
P = Positive
L = Potentially Limiting (white circle)
O = Organisational
S = Societal
Matches
PV - CC 4
CC - DC 2
PV - DC 3
Cultural Entropy:
Current Culture
20%
compassion 25 7(R)
creativity 24 5(I)
humour/ fun 20 5(I)
making a difference 19 6(S)
spirituality 17 5(I)
caring 16 2(R)
enthusiasm 16 5(I)
integrity 16 5(I)
wisdom 16 7(I)
positive attitude 15 5(I)
Level Personal Values (PV) Current Culture Values (CC) Desired Culture Values (DC)
7
6
5
4
3
2
1
IRS (P)=7-2-1 IRS (L)=0-0-0 IROS (P)=2-2-0-4 IROS (L)=0-0-2-0 IROS (P)=2-3-4-1 IROS (L)=0-0-0-0

22. Spirit of Humanity Forum: Overall Group- Organisations (60)
CTS = 62-20-18
Cultural Entropy = 1%
CTS = 49-18-33
Cultural Entropy = 20%
Personal Values
CTS = 62-21-17
Cultural Entropy = 0%
Values Distribution April 7, 2014Copyright 2014 Barrett Values Centre
Positive Values
Potentially Limiting Values
Current Culture
Values
Desired Culture
Values
C
T
S 2
1
3
4
5
6
7
C = Common Good
T = Transformation
S = Self-Interest
0%
1%
0%
3%
10%
4%
20%
32%
13%
17%
0% 20% 40% 60%
1
2
3
4
5
6
7
8%
4%
8%
2%
7%
4%
18%
20%
12%
17%
0% 20% 40% 60%
1
2
3
4
5
6
7
0%
0%
0%
2%
7%
8%
21%
28%
15%
19%
0% 20% 40% 60%
1
2
3
4
5
6
7

23. Spirit of Humanity Forum: Overall Group- Organisations (60)
Cultural Entropy
Personal Values Current Culture
Values
Desired Culture
Values
Self-Interest
Transformation
Common Good
CTSCopyright 2014 Barrett Values Centre April 7, 2014
1%
20%
0%
17%
13%
17%
20%
18%
21%
62%
49%
62%

24. Spirit of Humanity Forum: Overall Group- Organisations (60)
This depicts the number of potentially limiting values per level in the Current Culture that were chosen by the survey
participants. These represent all the potentially limiting values that were chosen and so may not be included in the top ten
values on the Values Plot. Potentially limiting values are found only at levels 1, 2 and 3. This is a reflection of the degree of
disorder within a system.
Level Potentially Limiting Values (Votes) Cultural Entropy %
3
confusion (13)
long hours (11)
hierarchy (7)
silo mentality (7)
power (5)
information hoarding (4)
bureaucracy (3)
unfocused (2)
8% of total votes
2
self-absorbed (8)
blame (7)
internal competition (4)
manipulation (4)
empire building (1)
4% of total votes
1
insufficient resources (23)
caution (7)
control (6)
job insecurity (5)
cost reduction (3)
exploitation (2)
short-term focus (2)
greed (1)
8% of total votes
Total 125 out of 600 20% of total votes
Cultural Entropy Table April 7, 2014Copyright 2014 Barrett Values Centre
This level of cultural entropy reflects
issues requiring cultural or
structural adjustment.
It is important to reduce the level of
cultural entropy to improve
performance.
Cultural Entropy Report

25. Spirit of Humanity Forum: Overall Group- Organisations (60)
Current Culture Votes Desired Culture Votes Jump
wisdom 2 19 17
shared vision 1 13 12
accountability 6 16 10
cross group collaboration 7 16 9
spirituality 6 14 8
listening 4 12 8
openness 3 11 8
open communication 2 10 8
long-term perspective 7 14 7
honesty 3 10 7
professionalism 0 7 7
A value jump occurs when there are more votes for a value in the Desired Culture than in the Current Culture. Listed below
are the values with the largest increase in votes. The values in bold are represented in the Desired Culture.
Values Jumps Table April 7, 2014Copyright 2014 Barrett Values Centre
Values Jumps

26. Spirit of Humanity Forum: Overall Group- Organisations (60)
Personal Values Current Culture Values Desired Culture Values
Positive Values DistributionCopyright 2014 Barrett Values Centre April 7, 2014
3%
10%
4%
20%
32%
13%
17%
2%
7%
4%
18%
20%
12%
17%
2%
7% 8%
21%
28%
15%
19%
Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Level 7
Desired Culture Values accountability
cooperation
spirituality
shared vision
cross group
collaboration
wisdom
compassion
global thinking
long-term perspective
holistic thinking
Values Jumps professionalism
openness
honesty