Instrument for value hierarchy
Most organisations know their values. Fewer know their hierarchy.
Values collide in everyday work. Speed against thoroughness. Openness against calm. KulturEKG measures which value actually wins when a choice has to be made — and how far that sits from what leadership believes.
Values only become real when two of them collide in a room like this
5
No unit is reported below five responses. The threshold sits in the database, not in a promise.
0
Keys that could link an answer to a person. Dispatch and responses live in separate registers.
6–9
Minutes for a participant. No one-to-five scales. Only choices between things that genuinely collide.
Shadow values
The value that wins when nobody is watching is the value the organisation actually has.
The theme
Wellbeing surveys measure mood. They do not measure which value wins.
Almost every organisation measures wellbeing each year. Very few measure what actually gets chosen when two of their own values cannot both be honoured. That difference is what this whole site is about.
01
The problem
A values poster says what matters. It does not say what gives way when two important things collide on a Tuesday at a quarter to four.
The hierarchy exists anyway. It is simply not written down, and it is rarely the same in two units.
Ranking under pressure
02
The measurement
Participants are given concrete dilemmas from their own working day. Each dilemma forces a choice between two values that are both right.
Out of many small choices a hierarchy emerges. It is measured, not declared.
The result: a measured hierarchy
03
The gap
Leadership ranks the same values before the result is seen. The distance between the two hierarchies is the credibility gap.
The gap is not an accusation. It is a number you can work with.
04
After the report
The report is short and carries no headline recommendations. It shows hierarchy, gap, and where the hierarchy breaks under pressure.
After that you can run one experiment with a hypothesis and a follow-up measurement. Not a programme.
Example
What a gap looks like
Loyalty sat at the bottom of the guess and second from the top in the measurement. That is the gap, in short.
Read about the gap →Read on
How it works
Four steps: values in, dilemmas out to everyone, leadership hierarchy locked, report with gap and breaking points.
Shadow values
A shadow value is the rule that actually settles the matter when official values collide. How to find it.
The credibility gap
The gap is the distance between the leadership hierarchy and the measured one. How to read it without turning it into an accusation.
Not a satisfaction survey
The difference between measuring how people feel and measuring which value wins when two values collide.
Anonymity
Separate registers, single-use links with no stored key, and a five-response threshold enforced in the database.
When it makes sense
After a merger, before a strategy, when two units pull in different directions — and when to leave it alone.
The instrument is under validation. The report is advisory.
We say so on the front page, because it would be odd to measure honesty with an instrument that is not itself honest about its own maturity.
The report