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Assessing Your Firm's Culture by Stewart Levine
July 2005
It is a pleasure to present this cultural assessment instrument. I have been thinking about designing an instrument for a few years. Bill Veltrop, a respected colleague, www.TheInfiniteGames.org, and his Rainbow Lenses served as my muse and provided some of the scaling I hope I have put into a very useable and useful format.
I have been thinking about how firm culture, communication skills, levels of conflict, quality of relationships, operational agreements and productivity relate are related to each other. In a somewhat inspired conversation with Bill we realized that culture played a critical role in the success and quality of any enterprise, weather it produced widgets, filed lawsuits, educated thousands, or waged war. We then asked ourselves what made a particular culture unique. We were on a roll now! We believe that culture is a function of the quality and character of the web of relationships that IS an organization. We then asked ourselves what it was that determined the quality of relationships. Our answer—the quality of agreements!
There are many personal skills, organizational variables and other factors that enable operational agreements between people working together. This tool is an attempt to recognize the importance of those variables; their presence or absence; and their importance in operational zing an effective engine of productivity and service delivery known as a firm or law department.
Because of space constraints I have only included questions 1-12 of a 50 question survey. If you have interest in the entire survey, and the scale to grade it, please email me at ResolutionWorks@msn.com and I will send it along. Your thoughts and responses are most welcome.
CULTURAL ASSESSMENT
Please circle the response that most accurately reflects your organization. At times you may be

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