THE RIVIONT MIRROR OF ORGANIZATIONAL ALIGNMENT  |

The RIVIONT Mirror of Organizational Alignment reflects the cohesion of the five main elements for continuous relevance  |  Purpose, Leadership, Culture, Business Strategy and People Strategy

RIVIONT The Mirror of Organizational Alignment®

THE RIVIONT PERFORMANCE LEARNING CYCLE  |

The RIVIONT Performance Learning Cycle is a bottom-up driven approach that supports your team in understanding their performance in relation to the purpose of the company and in which open dialogue and improvement are central  |

The RIVIONT Performance Learning Cycle

MANAGEMENT MODEL  |  ‘COMPETING VALUES FRAMEWORK’

The Quinn model is based on four different management models that form the basis of organizational effectiveness. The models stand in opposition to each other, but each of them is important in a well functioning organization.  |  prof. dr. Robert E. Quinn et. al.

Competing Values Framework - Quinn

CONTEXT DRIVEN AND EVIDENCE-BASED ANALYSIS  |

EVIDENCE-BASED ANALYSIS  |

Personality and behavioral styles of people in the workplace or organizational culture is still seen as a ‘fuzzy’ subject. At the same time, it is becoming increasingly important to steer alongside the usual ‘hard’ facts (such as financial and commercial performance) on the ‘soft’ side of the organization. Our assessment tools make the intangible soft side of your organization tangible into evidence-based analysis.

CONTEXT DRIVEN ANALYSIS  |

There is no ‘good’ or ‘wrong’ judgement involved, as each personality, behavioral style or culture is beautiful on its own. However, one behavioral style or organizational culture is more effective in a certain context than the other. For example, a style focused on control can be very effective in maintaining the existing order but not in exploring new markets. That is why we will present the results in relation to your organizational context. You will get clear and holistic insights for further action and decision-making.

TOP TALENT ANALYSIS  |

Most psychological assessment tests are based upon pyschology, taking personality as a starting point (MBTI, DISC, OPQ etc).

What differentiates the assessments of RIVIONT is that they are based upon a Management Model ‘The Competing Values Framework’ of Robert E. Quinn, that describes how real people react and act in the real world doing real work and figure out the personality traits that underpin those behaviors. The beauty of our tests is that they sit right on the border between behaviour and personality and play to the strength of both kinds of testing.

HOLISTIC VIEW ON A PERSON BASED UPON A MANAGEMENT MODEL  |

We use use 7 short assessment tests together providing a more holistic view on a person’s ability, personality and development needs. The tests consist of 53 competences and are all highly correlated. The tests are scientifically developed and validated. Our psychometric tests include but are not limited to:

  • Work styles
  • Career values
  • Personality traits
  • Communication styles
  • Organizational culture
  • Leadership and Management styles

The test results are presented in a very practical way for further action and decision making.

EXAMPLE  |  EXECUTIVE ASSESSMENT

Executive Assessment

EXAMPLE  |  HIRING & SELECTION

Hiring and Selection - 3 country MDs

CULTURE ANALYSIS  |

Business leaders are more and more aware that creating the right organizational culture will influence the behavior of people.

Our Culture Analysis tool assesses  |

  • The way an individual, a team or organization experiences the current organizational culture and
  • The organizational culture an individual, a team or organization desires (to help them work effectively) –  the desired organizational culture.

The gap between the current – and desired organizational culture is interesting for further action and decision-making. What makes it even more interesting is if you link the Culture Analysis to a context, like the individual’s, team’s or organizational objectives.

Based on the Culture Analysis  |

  • An individual has a better understanding of how he or she fits in the current organizational culture and how he / she would fit better into a desired organizational culture
  • A team has a better understanding of how to accelerate performance by creating the right organizational culture, and can decide to e.g. develop certain work –  and leadership styles or communication styles
  • An organization knows what shifts to make in the organizational culture to become more effective in achieving the organizational objectives.

EXAMPLE  |  WHAT IS THE LINK BETWEEN CURRENT ORGANIZATIONAL CULTURE AND THE CORPORATE VALUES?

RIVIONT Organizational Culture and desired Corporate Values