Corporate Culture can actually be measured. We elicit people's values, the organization's perceived values and desired values. Results are analyzed through Richard Barrett's Seven Levels of Consciousness model.

1. CORPORATE CULTURE
a values-based approach
Powerful metrics that enable leaders to measure and manage cultures
In partnership with

2. We believe in realising
HUMAN POTENTIAL
in an empowering
WORKPLACE CLIMATE

3. WHO ARE YOU?
WHY ARE YOU HERE?
WHAT IS YOUR PURPOSE?
“...in our research, we found the visionary company was
guided more by a core ideology - core values and a sense of
purpose in building their company - beyond just making
products and money”
- Jim Collins, author of “Good to Great”
“The real role of the leader is to manage the values of the
corporaHon.”
- Tom Peters author of “In Search of Excellence”

4. WE believe
• that people perform be-er when they can bring their
whole selves to work
• that organisa7ons work be-er when they build values-
driven cultures that benefit their people, their customers
and society.
• that to manage your culture you must first measure it.
We believe that shared values connect human beings beyond race, gender or poli8cs.
We believe that human communi8es grow and evolve when you reduce fear, build trust
and increase shared understanding.
We believe that values are a powerful language for realising human poten8al in an
empowering workplace climate.
We bring passion and commitment to furthering and deepening collec8ve
understanding.

5. OUR VISION
We offer our partnership to our clients who seek to
contribute to a sustainable economy in the best
interest of all players, by co-creaHng a responsible
and performing culture.
OUR MISSION
Accompany is an expert external resource for
consciously responsible organisaHons seeking to
enhance their human and cultural capital and to
contribute to an ethical and sustainable economy.
OUR VALUES
Excellence
Reliability
Adaptability
Making a difference
Ethics
OUR PHILOSOPHY
We believe organisaHons find their best and
sustainable interest when they become able to
simultaneously cater to the needs of
-themselves - survive, prosper and grow, become
centres of excellence in all respects
-their employees - earn a comfortable life, have
empowering human interacHons, find an
empowering work environment that enables them
to realise their full potenHal
-human society - be provided with useful products
and services from organisaHons, have an
economic environment offering meaningful places
for people to work and develop.

6. • Team and organisa8onal
development
• Cultural awareness in Mergers/
Acquisi8ons
• Increased employee energy,
empowerment and engagement
• Values driven leadership
• Ethics, compliance and risk
management
POTENTIAL benefits

7. ... ARE WHAT WE REFER TO FOR MAKING DECISIONS.
OUR VALUES MOTIVATE OUR ACTIONS AND BEHAVIOURS.
VALUES CAN BE POSITIVE (RESPECT, TRUST, OPENNESS)
OR LIMITING (BLAME, BUREAUCRACY, CONTROL).
LIMITING VALUES NOT ONLY CREATE DYSFUNCTION IN OUR LIVES,
THEY ALSO CREATE CULTURAL ENTROPY.
Outputs and outcomes are tangible and easy to
measure and manage. Beneath the surface lie our
values, beliefs, a@tudes and prejudices. These are
the factors that make up our culture, and the
difference between success and failure.
These are the things we enable you to measure.
VALUES

8. GET connected
Let’s talk!
WHY IS CULTURE IMPORTANT?
A 2003 Harvard Business School study reported that
culture has a significant impact on an organisaHon's long-
term economic performance. Adkins and Caldwell (2004)
found that job saHsfacHon was posiHvely associated with
the degree to which employees fit into both the overall
culture and subculture in which they worked.
OrganisaHonal culture also has an impact on recruitment
and retenHon.
WHEN IS THE RIGHT TIME?
A mismatch of the organisaHon’s perceived culture and
what employees feel the culture should be is related to a
number of negaHve consequences including lower job
saHsfacHon, disengagement, general stress, and costly
turnover.
DeterioraHng company performance and an unhealthy
work environment are signs of an overdue cultural
assessment.
VALUES BASED LEADERSHIP
“ Clarifying the value system and breathing life into it are
the greatest contribuHons a leader can make.”
Peters and Waterman, “In Search of Excellence:
Lessons from America’s best run companies”, 1983
“The excellent companies developed cultures that
incorporated the values and pracHces of their great
leaders, and those shared values can be seen to survive
for decades.”
Tom Peters “In Search of Excellence: Lessons from
America’s best run companies 1983

9. WHAT WE CAN DO FOR YOU
We are fully equipped to set up and run a
Values Assessment with your organisaHon
(up to 30.000 people) or your team (up to
20 members) and to accompany your senior
team and your department leaders in
extracHng the highest sustainable value
from the results towards a cohesive,
empowering and high-performing culture.
ACCOMPANY AND BARRETT VALUES CENTRE
Accompany is CTT cerHfied (level 2) and an affiliate of the Barre
Values Centre network.

10. accompany is CTT cerHfied and an affiliate of
the Barre Values Centre network consisHng of
4000 trained users in over 80 countries. Here
are a few examples of values assessments
conducted by the network.
Iceland
Na7onal Values Assessment
indicated cri7cal issues one
month prior to 2008 crash
A Selec7on of
Client Engagements
around the globe
South Africa
Nedbank has measured and
managed organisa7onal
culture annually since 2005.
Sweden
Volvo IT trained 500
Cultural Ambassadors
as part of their global
culture plan.
China
China Mobile:
our largest
Values Assessment
to-date with
86,000 par7cipants
Bhutan
Bhutan has the least
amount of entropy
(perceived dysfunc7on) in
a Na8onal Values
Assessment
Australia/ New
Zealand
Joint study with
Hewi- links culture to
financial performance.
United Arab Emirates
Emirates Ins7tute for Advanced
Science & Technology measures
their organisa7onal values.
Brazil
Unilever Brazil revenues rise
with culture management.
United Kingdom
Richard Barre- presents
at Oxford Business School.
United States
TMSi integrates values
from the boardroom
to the factory flow.
Canada
Royal Roads University
offers a graduate cer7ficate
in values-based leadership.

11. WHY values?
People typically measure
and manage goals,
strategies, outputs,
and outcomes.
We help you
measure and
manage your
values and
your culture.

12. A short exercise for you
Values, Beliefs & Behaviours
Please choose 3 values that are important
in your life.
(one for each box below)
What are your beliefs
behind this value?
What behaviour(s) do you exhibit relative to this
value?
Accountability
Achievement
Ambition
Balance (home/work)
Clarity
Commitment
Community involvement
Compassion
Competence
Conflict resolution
Continuous learning
Cooperation
Courage
Creativity
Dependability
Enthusiasm
Environmental awareness
Efficiency
Ethics
Excellence
Fairness
Family
Financial gain
Forgiveness
Friendships
Future generations
Generosity
Health
Honesty
Humility
Humour/fun
Independence
Integrity
Initiative
Intuition
Job security
Listening
Logic
Making a difference
Mission focus
Open communication
Openness
Perseverance
Personal fulfilment
Personal growth
Power
Quality
Respect
Responsibility
Risk-taking
Safety
Self-confidence
Self-discipline
Success
Trust
Vision
Wisdom
Possible values - please feel free to choose values not on this list

13. OUR assessments
HOW DO YOU DO THE ASSESSMENTS?
Your employees answer three simple questions by
selecting values from a list. Results are mapped to the
Seven Levels of Consciousness model and deliver a
comprehensive cultural diagnostic. Detailed reports are
provided for each demographic group.
HOW LONG DOES IT TAKE?
The assessment process takes about six weeks, from
customisation of the values list, survey set-up, two weeks
time-window for collecting answers, report writing and
feedback / shared analysis workshop.
CAN WE AFFORD THIS?
A streamlined process making effective use of online
technology and a pricing structure that makes your cost
independent from the number of individual participants
gives us confidence that you will be pleasantly surprised
by our quote.
WE WORK WITH BOTH INDIVIDUALS AND GROUPS
1. INDIVIDUAL
INDIVIDUAL VALUES ASSESSMENT - IVA
How aligned are you with the culture and values of
your organisation and with the work you do? Do
you think the organisation is on the right track?
These questions and more are answered with an
Individual Values Assessment (IVA).
LEADERSHIP VALUES ASSESSMENT - LVA
Do you know what others appreciate about you?
Do you know what advice your boss, peers and
subordinates can offer you to improve your
leadership style? Do you know how you are
contributing to the cultural entropy of the
organisation?
The LVA compares your own perception of your
operating style with the perception of your
superiors, peers and subordinates. Emphasis is
placed on your strengths, areas for improvement,
and opportunities for growth.
OTHER QUESTIONS?
valuesassessments@accompany.lu or
+352 26202283
2. GROUP
CULTURAL VALUES ASSESSMENT - CVA
The CVA provides you with detailed understanding of the
personal motivations of employees, their perception of
your organisational culture, and the direction the
organisation should be heading.
The CVA provides a road map for achieving high
performance, full-spectrum resilience and sustainability.
SMALL GROUP VALUES
ASSESSMENT - SGA
The Small Group Assessment is a cost effective way to
map the values of a team or group culture of twenty
people or less.
ESPOUSED VALUES ANALYSIS (EVA)
The Espoused Values Analysis can be used as an add-on
to the Cultural Values Assessment (CVA) or Small Group
Assessment (SGA) to measure to what extent the chosen
core values of the organisation are present in the current
culture, and to what extent employees are aligned with
them.
WHAT ARE YOUR QUESTIONS?

14. Cultural Values Assessment WriUen Analysis ValuesPlot
Common Good - Transforma8on Self InterestPosi8ve Values AssessmentValues Distribu8on
Organisa7onal Values Assessment
The Organisa7onal Values Assessment provides detailed cultural diagnos7cs to plan and
manage your change ini7a7ves, cultural transforma7on programmes, merger compa7bility,
diversity interven7ons, talent management and leadership development ini7a7ves, and
customer feedback.

15. Leadership Values Assessment
The Leadership Values Assessment is used to increase leadership
effec7veness through 360 awareness and to improve hiring and
evalua7on.
Leadership Values Assessment Leadership Values Distribu8on

16. Accompany
7 coin du Lohr
L - 4987 Sanem
office: +352 26202283
valuesassessments@accompany.lu
accompagnateur d’entreprises responsables
Your corporate culture and
values expert
Serge Thill
cell: +352 621 501383
serge.thill@accompany.lu