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The Dolphin Index is the ideal tool for assessing your climate and so for understanding the levers to pull so as to make the enterprise more dynamic, innovative and successful.
Nick Gurney, Former CEO Bristol City Council
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What follows below is an example of a comprehensive follow through to a Dolphin Index Report. Obviously clients may wish to take the report only and not proceed with any interventions.
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We help your top team decide on their focus for innovation
EXECUTIVE INNOVATION CLINIC – 1 DAY
We help your leaders understand how they lead for innovation
LEADING FOR INNOVATION – 2 DAYS
Core models:
We help your people develop the mind-sets and behaviours that create a more creative and innovative workplace
INNOVATION WORKSHOPS – 3 DAYS
People are committed to the organization and work is viewed as stimulating and engaging
People are empowered to make their own decisions, for example about prioritising their work. In low freedom environments there is close and conspicuous supervision
Organizational support and encouragement for the development of
new ideas and suggestions for improvements
There are positive, trusting, friendly, interpersonal relationships between people, rather than negative (e.g. hostile, conflicting) ones
Work is exciting and dynamic, not static nor boring
Refers to levels of light-heartedness and fun in the work place. Work environments low on playfulness may be seen as dour and humourless
People at work are perceived as having innovative ideas about, and varied perspectives towards, their work
Employees perceive that there is time for producing and developing new ideas
High stress work environments are defined as those in which other individuals are observed to be highly stressed and encountering heavy workloads
Higher risk-taking environments are thought to promote the speed at which new ideas are implemented. Low risk-taking environments are likely to be characterised by excessive use of formal rules and procedures
The extent to which there are open and adequate communications between more and less senior employees. Work environments where there is an 'us' culture rather than an 'us and them' culture
Pay recognition refers to satisfaction with pay and conditions. Do people feel fairly remunerated for their work - or at worst, feel exploited? Work recognition refers to whether people feel that they receive credit and praise for their achievements? Or do they feel undervalued?
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Can be taken to assess the effectiveness of the above interventions.
Having looked at several practitioners of the Ekvall criteria, I have been delighted to work with Mark and the Dolphin Organization to evaluate BBI’s culture for change and creativity. Mark has combined excellent, pragmatic business realism, with the passion to drive 21st century business growth, and he communicates this in a way that has engaged every level of the business and been truly inspirational. If you are looking to the future for you and your business, you need to do this!
Peter Corish, Head of Business Development, BBI Group
The great thing about the Dolphin Index is the opportunity to benchmark your climate against the world outside - and get feedback that says 'It doesn't have to be like that!'
David Mayle, Head of the Open University Business School's Centre for Innovation, Knowledge & Enterprise
The Dolphin Index is a really useful tool for clearly identifying our strengths and areas for improvement.
Jo North, Commercial Director, Northern Rail
The Dolphin Index has been an important tool in Nestle Rowntree’s strategy to develop a broad innovation culture across the business and to remove the mystique that so often surrounds creativity and innovation.
Creativity Development Manager, Nestle Rowntree
The Dolphin Index is the ideal tool for assessing your climate and so for understanding the levers to pull so as to make the enterprise more dynamic, innovative and successful.
Nick Gurney, Former CEO Bristol City Council
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