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Seeking Deeper Understanding ?1??8??1?? #sdtest #correlation #spiraldynamics? SDTEST ? has 36 different #vuca polls that calculate the 13,034 correlation values between stages of development according to the theory of Spiral Dynamics and answer options of these 36 polls. In our analysis of the poll "XING's culture assessment" (Leadership (terrible). Imagine a terrible people manager. Which of the following bothers you most about them?), we found an intriguing positive correlation that warrants closer examination:? 0.2558 between the They micro-manage me and the Yellow stage. The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.1749. This positive correlation of 0.2558 meets the reliability criteria but does not necessarily imply causation.? We invite curiosity about the systemic mechanisms behind this correlation. There may be hidden variables that provide alternative explanations. #correlation #causation #math #psychology What insights do you gain from today's correlation? How might we study this relationship more carefully before deducing causation? We welcome respectful and wise perspectives! #learning #hrtech Stay tuned every day as we share more results and insights. #datascience Poll URL: https://lnkd.in/dA8zwYCq Free access to the poll results: https://lnkd.in/eezYfmgV #onlinetesting #selfassessment #leaders #hr #culture #management #peopleanalytics #humanresources?#psicologia #mathematics #XING #micromanage

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This positive correlation of 0.2558 between micro-management concerns and the Yellow stage offers a fascinating lens through which to explore the multifaceted nature of leadership and personal development: Organizational Perspective: Companies operating within the Yellow value system recognize organizational dynamics' inherent complexity and interconnectedness. This correlation suggests that Yellow-oriented organizations view micro-management not as a simple leadership flaw but as a symptom of deeper systemic issues. These companies likely approach the problem by: 1. Embracing adaptive leadership models that flexibly respond to varying individual and situational needs. 2. Implementing holistic feedback systems that capture nuanced data on leadership effectiveness across different contexts. 3. Fostering a continuous learning culture where leaders and team members are encouraged to explore and integrate diverse management philosophies. 4. Designing innovative organizational structures that naturally discourage micro-management by emphasizing self-organization and emergent leadership.

Analyze your results in the 36 VUCA polls compared to the overall results in your account. https://youtu.be/N4M2NsUBARg?si=opw81u6YSwAcy71p

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