Culture is invisible, expressed indirectly through common behaviors and norms across the company. It is what people expect others to do, to follow the inexplicit cultural norm of this ‘tribe’.

Yes, organizational culture can be changed. However, since this often involves the change of many people across different business units, locations, and even countries, this takes time.

Since culture change is a long-term process, effort to change the culture of influential teams (or micro-cultures) is a faster and more effective way to drive bottom-up change in an organization. A team’s climate is directly influenced by the personality of it’s leader, so changing the leader will result in rapid changes in the team’s climate. A leader’s personality defines and shapes team culture, so changing their behaviors requires an increase in self-awareness. Assessments designed to increase self-awareness and are commonly used to catalyze changes in leaders, teams and, ultimately organizational norms.

There are many ways that a negative organizational culture can manifest, such as dysfunctional workplace management, but the outcomes are similar. There is a dysfunctional corporate culture when the behaviors and systems encourage competition within teams, discourage trust, and attempt to motivate action through fear.

Corporate dysfunction arises in the behavior of leaders and employees and often shows up within team dynamics. Dysfunctional workplace behaviors set the wrong tone for positive interaction and create an impediment to success. Here are the four clues that tell you that you might have a toxic culture: Power-seeking and dominant behavior, Status-seeking and diminishing behavior, Approval-seeking and blaming behavior, and Attention-seeking and fabricating behavior.

A company that is agile is healthy. An agile culture's underlying and central ingredient is a strong internal character, allowing innovation likely to occur. Way beyond “soft skills'', being agile means showing up focused, influential, and driven toward a common goal. Specifically, it means operating from wisdom, courage, resilience, and humanity all at once.

The Tilt365 framework is a mental model that illustrates the 12 character strengths of leaders that can produce a team-level climate that produces innovation and generativity. It represents the art of leadership with an array of strengths that incorporate the necessary tension between stability and change that helps teams perform better. Tilt365 results can provide valuable insights into a leader's tendencies to help identify areas where leadership skills can be improved. It can also help leaders better understand their team members' preferred behavioral tendencies for leading more effectively.

Personality assessments can be valuable when appropriately used in the workplace, as they measure persistent differences in how people perceive and interact across situations. Personality assessments can also be useful tools in leadership development and team development. The feedback can help individuals understand themselves and others, and offer strategies to grow personal agility.

HR practitioners can use strengths-based personality assessments in many ways, including; personal development, team development, performance management, employee relations, human due diligence, culture transformation, and much more.

Personality assessments that are used for profiling or weaponising types as “wrong” or “bad” from a trait standpoint is a typical mis-use. Hiring based on “type” is also commonly mis-used, for example, by implying that a person’s “type” is either good or not good for a certain job or role without scientific evidence. This is why some assessment should be rigorously tested for the use-case of hiring.

Tilt365 assessments are designed for use in development and not specifically researched for use in selection criteria. Many organizations use Tilt365 assessments in onboarding very early post-selection and can be used in conjunction with other selection methods that ensure a thorough hiring process.

Although personality is not a protected class, assigning a single personality to an individual under the impression that they cannot change is a type of profiling that if used as the basis for hiring, firing, promotions, demotions, or succession planning can potentially violate the Americans with Disabilities Act (“ADA”), Title VII of the Civil Rights Act of 1964 (“Title VII”), and the Age Discrimination in Employment Act (“ADEA”).

At Tilt365, we recommend hiring people for their skills, knowledge, abilities and character strengths, not their personality traits.

Many personality assessments don’t provide memorable results. And what you can't remember, you won't be likely to apply. Yes, people are more complex than four patterns, but most business leaders don't have time to learn numerous letter combinations and types that are not linked to a business framework. The Tilt patterns are easy to remember because they clearly describe the associated behavioral patterns. For example, 'Connection' Tilts enjoy making and maintaining social connections. Tilt addresses the additional complexity of humans through the Unique Amplifier™, which is unique to each individual.

To take a deeper dive, visit our two blogs on why we built a better personality assessment for agile teams and the slightly brighter truth behind personality assessments. Taking the True Tilt Personality assessment, you can skip right to finding your strengths in as little as five minutes.

The Tilt365 framework indeed consists of the following mindsets:

· Protective Mindset: This mindset emphasizes self-preservation and maintaining personal boundaries. It focuses on self-protection, risk aversion, and ensuring personal well-being.

· Competitive Mindset: The Competitive mindset emphasizes striving for success, outperforming others, and achieving personal and organizational goals. It fosters a drive for achievement, ambition, and a focus on being the best.

· Integrative Mindset: The Integrative mindset emphasizes collaboration, teamwork, and seeking win-win outcomes. It promotes cooperation, synergy, and the ability to bring diverse perspectives together.

· Adaptive Mindset: The Adaptive mindset focuses on flexibility, agility, and the ability to navigate change. It involves being open to new ideas, adjusting to new circumstances, and continuously learning and evolving.

· Agile Mindset: The Agile mindset emphasizes responsiveness, adaptability, and embracing iterative approaches. It promotes the ability to pivot, experiment, and rapidly respond to feedback and changing requirements.

· Generative Mindset: The Generative mindset is considered the ideal mindset within the Tilt365 framework. It represents a mindset of growth, contribution, and making a positive impact. It encompasses qualities such as mentorship, collaboration, and leaving a meaningful legacy.

It's important to note that the Tilt365 framework views these mindsets as a holarchy rather than a hierarchy. This means that each mindset has its own unique value and can be beneficial in different contexts. The framework recognizes that individuals may naturally lean towards one or more mindsets but encourages the development and integration of all mindsets to enhance overall effectiveness and adaptability.

The Tilt365 framework measures four dimensions referred to as meta-strengths. These dimensions are:

· Humanity: The Humanity meta-strength focuses on empathy, compassion, and the ability to connect with others on an emotional level. It encompasses qualities such as understanding, kindness, and building strong relationships.

· Wisdom: The Wisdom meta-strength emphasizes critical thinking, judgment, and the ability to make informed decisions. It involves seeking knowledge, applying experience, and demonstrating sound reasoning.

· Courage: The Courage meta-strength encompasses bravery, taking risks, and overcoming fears. It involves stepping outside of one's comfort zone, embracing challenges, and showing resilience in the face of adversity.

· Resilience: The Resilience meta-strength centers on bouncing back from setbacks, adapting to change, and maintaining a positive mindset. It involves perseverance, flexibility, and the ability to recover and grow from difficult situations.

These meta-strengths reflect important aspects of personal and professional development, and they provide a framework for understanding and enhancing one's capabilities in these dimensions. By assessing and developing these meta-strengths, individuals can cultivate a well-rounded approach to their personal growth and performance.

Tilt365 is a personality development framework (and assessments) that aims to help individuals develop and enhance their strengths across various dimensions. While there isn't a specific 'Agile' personality, you can learn to Tilt intentionally and incorporate the following agile attributes into your personal development to align with agile principles:

· Adaptability: Embrace change and cultivate a mindset that sees opportunities in shifting circumstances. Practice flexibility and be open to new ideas, approaches, and feedback.

· Collaborator: Strengthen your ability to work effectively with others. Foster a collaborative mindset, actively listen to others, share knowledge, and contribute to team success.

· Communicator: Hone your communication skills to convey ideas clearly and concisely. Foster effective and transparent communication with team members, stakeholders, and customers.

· Problem Solver: Develop strong problem-solving skills and critical thinking abilities. Embrace a proactive attitude towards identifying and resolving challenges to keep projects on track.

· Self-Motivator: Cultivate self-motivation and take ownership of your work. Set clear goals, manage your time effectively, and stay focused on delivering value and meeting deadlines.

· Growth Mindset: Adopt a growth mindset that values continuous learning and improvement. Embrace challenges as opportunities for growth, seek out feedback, and actively pursue personal and professional development.

By incorporating these agile skills into your personal development journey, you can enhance your abilities and align them with the principles of agility. Remember, developing an 'agile personality' is about embracing the agile mindset, embracing collaboration and adaptability, and continuously improving your skills and approach to work.