The ARC™ Assessment:
Measure respect, build your culture.
Significant research indicates that organizations with Actively Respectful Cultures (ARCs) have significantly fewer complaints and conflicts and measurably higher levels of partnership, engagement, productivity, and employee/customer satisfaction. At CRL, we believe having a respectful culture is no longer a nice-to-have; it’s an absolute MUST HAVE in every organization. The ARC™ Assessment tells you exactly where you are on respect.
• Simple, anonymous, secure, employee survey.
• Measures respect levels in 3 critical respectful behavior areas.
• Assesses Managers and the Organization.
RESULT: A detailed overview of where your organization is succeeding on respect and gaps to be addressed.
• Expert, strategic consulting and leadership coaching on developing an ARC within your organization.
RESULT: Your organization values, measures, and walks-its-talk on respect generating increased engagement, collaboration, productivity, success, and employee/customer satisfaction.
An ARC is an Actively Respectful Culture. Organizations that have ARC’s enjoy reduced levels of conflict and higher levels of performance, partnership, engagement, productivity and employee/customer satisfaction.
Unlike standardized employee engagement surveys and pulse checks, The ARC™ Assessment helps you create the kind of respectful culture that keeps today’s employees truly engaged, highly collaborative and productive.
There is little evidence of respectful behaviors by managers, leadership, or the organization in any of the three respect behavioral areas (Informational, Procedural, Interpersonal). Possible signs of "fear based" or "micro-managing" or "commandand-control" behaviors and low interest by leadership/”culture creators” in learning about Respectful Leadership™ or moving toward Phase 2.
There is some evidence that some leaders/“culture creators” are attuned to the importance of respect and sponsoring organization-wide learning. There's little evidence of systemic Respectful Leadership™ behaviors except for some individuals. However, there’s an openness to conducting The ARC™ Assessment to determine behavioral gaps.
There is good evidence that the managers and the organization value respect and Respectful Leadership™. They are attempting to consistently walk-their-talk, have begun establishing expectations and metrics around respect, and are monitoring/ holding managers and the organization accountable. There’s an expressed desire and effort to move into Phase 4.
There is clear evidence that leadership consistently holds managers and the organization accountable for and acknowledges/rewards respectful behaviors and addresses disrespectful behaviors in all three respect areas. There’s an expressed desire and e ort to remain in phase 4 and for supporting a process of continuous improvement (i.e. by re-running The ARC™ Assessment annually).
Is evidenced by leadership/management transparency and
equitable access to timely and relevant information that enables employees to do their jobs as expected/to the best of their ability.
Sample statements from the ARC™ Assessment: My Manager/Leadership...
Is evidenced by perceptions of pay equity, fairness in reporting structures, and rational, reasonable policies and procedures around recruiting, hiring, promotion, accountability, and discipline.
Sample statements from the ARC ™Assessment: My Manager/Leadership...
Is evidenced by genuine civility, decency, thoughtfulness, kindness, appreciation and acknowledgment.
Sample statements from the ARC™ Assessment: My Manager/Leadership...