Tilt 365: Build a culture where everyone loves to work

Build a culture that thrives in tough times

Reduce drama, anxiety and frustration by understanding the drivers behind them, allowing you to create a culture of psychological safety, innovation and agility during times of change.

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Steps to sustain and scale culture

1
Team Agility Labs

Solve real business and dynamics problems all at once in a real-time lab. Teams learn how differences are part of a good design thinking framework and creative problem solving process.

2
HR Certification

Get your HR business partners certified in the Tilt framework, assessments and development labs. Build them into daily team interactions and facilitations to scale character throughout the organization.

3
Leadership Programs

Increase the impact of your leadership development programs by integrating the Tilt suite of assessments for greater self-awareness, communication and responsibility for everyone.

4
Enterprise Analytics

Shift from a reactive to a proactive approach to talent development by leveraging your enterprise-wide dashboard and talent analytics to show an ROI on your programs.

How to stop dysfunctional organizational culture

How do leaders build a culture that attracts top-notch talent and at the same time repels the wrong people too? Based on our research and experience, the answer is more simple than you might think. By building a culture where drama and dysfunctional behaviors are not tolerated and instead people are educated about how to build and maintain healthy interaction.

Create a Culture That Drives Innovation by Enabling Psychological Safety
Culture starts with leadership but depends on the investment of everyone. Mixed motives, ego fears, and internal conflict can lead to corporate dysfunction. The good news is that you can build a great company culture by cultivating a growth mindset in your top influencer teams.
Drive Engagement
The modern workforce is changing, and so is the way work culture is being built. Work with our team and coaches to customize your messaging and share your values with your organization in a new, engaging way.
Leverage People Metrics
With our assessment dashboard you can quickly monitor the health of your organization from a people perspective. The analytics help you Identify organizational strengths and potential warning signs.
Invest in Developing Your People
Our assessments are designed for accelerated leadership development programs, team building activities and team challenge labs that help solve your real problems at work. Our world-wide network of over 750+ Tilt certified coaches and consultants has the expertise to help your organization get from where you are to where you want to be.
Make Development Fun
Personalized Tilt Culture Boxes help create a fun work culture where people love to work. Comes with a variety of items such as a Tilt t-shirt, smartphone sticker, workbook, and other helpful worksheets for self-discovery.
What are people saying about our strengths assessments?

Hear success stories on how executives, coaches, trainers, facilitators and team leaders use the Tilt strengths assessment tools and all-in-one platform to grow a generative work culture.

Sarah Larson
Sarah Larson-Head of Global Talent Management & Development at Atlassian

I love that Tilt helps us become conscious of what’s going on around us (the stress) and what it triggers inside of us (the fears) – as well as those things for our teammates. When companies, and teams, learn how they tilt, and overtilt under stress, incredible things happen - we become more bold and fearless and foster the conditions for innovation and creativity to prosper. We're hooked here at Atlassian!

Stuart Crabb
Stuart Crabb-Former Global Head of Learning at Facebook

Facebook was seeking a tool that would help reinforce this thinking, enabling leaders to have a positive and balanced perspective on their impact... TILT was the only tool of its kind in the marketplace that truly addressed these criteria, and it became the preferred tool for all our coaching engagements across the organization.

Frank Calderoni
Frank Calderoni-Chief Executive Officer at Anaplan

I have found that Tilt really gets to the heart of what makes people tick and can be a very helpful tool for shaping team culture. And at Anaplan, we have definitely taken it to a whole new level... What I appreciate about Tilt is that every person has all four personality types, we just tend to lean toward one or two more than the rest.

DeLisa Alexander
DeLisa Alexander-Former executive Vice President and Chief People Officer, Red Hat

It’s essential to have mechanisms like Tilt that enable associates to provide actionable feedback and foster self-awareness of how each of us “shows up” to our colleagues. Tilt has also been a valuable addition to our toolkit for diversity and inclusion...

FAQs

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

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

Since culture change is a long-term process, starting to change the climate (or micro-culture) of a team is a faster and more effective way to drive bottom up change in an organization.

A company culture is considered dysfunctional when the cultural norms get in the way of productivity and goals, and instead is focused on drama and divisiveness created by unhealthy competition and lack of trust and psychological safety. These often unspoken key aspects prevent people from feeling safe enough to take risks, thus limiting their creativity.

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 not enable psychological safety. These sometimes unspoken aspects of culture prevent employees from feeling safe enough to take risks, thus limiting their creativity.

Corporate dysfunction arises in the behavior of leaders and employees and often shows up within team dynamics. Four common patterns of dysfunctional workplace behaviors set the wrong tone for 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. The underlying and central ingredient of an agile culture is 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.

In particular, personality assessment for employees can be valuable when appropriately used in the workplace. Such assessments measure persistent differences in how people perceive and interact across situations. Personality is related to job performance and can be one of several assessments used in an effective and legally defensible selection process. 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 engage in productive and respectful interactions. Ultimately, the utility of personality assessments depend on matching the organization’s goals with an assessment to help meet those goals.

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

Most personality assessments are not reported on a holistic framework, so they don’t show you where your individual patterns are most useful in the full picture. For example, if you learn that your True Tilt is "Clarity," you see where that fits in the whole and where you may fall short if you don't develop holistically.

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 Tilt Amplifier, which is unique to each individual.

Most personality tools assume that your behavior will not change, so they don't give you an option to take a follow up assessment to see how you've developed yourself over time. Tilt 365 also offers the Positive Influence Predictor, a 360-feedback assessment which gives you instant, continuous feedback from other individuals on how well you have developed the same character strengths measured by the True Tilt Personality assessment.

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. You can also skip right to finding your strengths in as little as 5 minutes by taking the True Tilt Personality assessment.

Personality assessments are different from employee surveys in that they analyze the way individuals behave, as opposed to individuals’ viewpoints.