Cultural preferences

Assessment

What is it?

Cultural Preferences refer to the varying values, beliefs, and behaviors that influence how people interact in organizational and societal settings. Based on extensive studies by Harvard and other leading scholars, cultural preferences shape the social order, guiding how individuals and teams respond to different situations. These preferences are not only influenced by geography and organizational culture but also by personal values. By understanding these preferences, organizations can align their culture with strategy to foster better collaboration, leadership, and adaptability.

This model of cultural preferences is grounded in decades of research, synthesizing insights from notable scholars like Geert Hofstede and Shalom Schwartz. These preferences help organizations manage change, make decisions, and respond to challenges. The framework includes both independent and interdependent responses to change, ensuring that cultural strategies are aligned with organizational goals.

Information

Provider:

The Selection Lab

What it measures:

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Collaboration

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Innovation

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Authority

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Safety and Stability

Categories:

•

Soft Skills

Measurement Objectives

Cultural Preferences assess two primary dimensions in an organization:

  • People Interactions: How independently or collaboratively individuals work within an organization.
  • Response to Change: Whether an organization prioritizes stability or flexibility in the face of evolving circumstances.

These dimensions allow organizations to map out the dominant cultural styles that exist and determine how well they align with the company’s broader goals.

Use

The Cultural Preferences study helps organizations foster a harmonious work environment aligned with business goals. By understanding team values, companies can enhance cooperation, reduce conflicts, and boost employee and customer satisfaction. Applicable across industries like finance, healthcare, and tech, the model reveals values that shape decision-making and collaboration. This insight supports leadership development, team building, and mergers, ensuring cultural alignment throughout operations. Integrating cultural preferences into hiring, training, and design enables businesses to build a resilient culture in stable and dynamic settings.

Results

Cultural Preferences assessment results give organizations a clear view of dominant cultural traits. The detailed report ranks styles like authority, safety, learning, and results, highlighting strengths and improvement areas. These insights help leaders align cultural styles with strategic goals, enabling action steps to foster high performance. The assessment also guides companies in evolving culture to enhance overall alignment and effectiveness.

Development

The Cultural Preferences framework was developed by analyzing over 230 organizations and interviewing more than 1,300 executives to identify core cultural drivers and leadership styles. This framework, informed by a global workforce, assesses culture’s impact on outcomes like engagement and innovation. Designed to be adaptable across industries and regions, it helps organizations identify subcultures, assess cultural alignment, and adjust to new challenges quickly.

Reference Group

Key features

Development

The Cultural Preferences framework was developed by analyzing over 230 organizations and interviewing more than 1,300 executives to identify core cultural drivers and leadership styles. This framework, informed by a global workforce, assesses culture’s impact on outcomes like engagement and innovation. Designed to be adaptable across industries and regions, it helps organizations identify subcultures, assess cultural alignment, and adjust to new challenges quickly.

References

Groysberg, B., Lee, J., Price, J., & J. Yo-Jud Cheng. (20 C.E.). The Leader’s Guide to Corporate Culture. In Harvard Business Review.