What Are the Culture Index Personality Types?

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Assess your employees’ personality types with this survey
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In a world filled with personality quizzes and compatibility charts, wouldn't it be cool to use these same ideas to determine the kind of worker someone is? The Culture Index assessment (or survey) is a tool that measures a business' culture, which includes employee engagement, communication, and leadership styles. To create an efficient work environment, use this guide to learn about the culture index personality types!

The Culture Index Profiles

Visionaries are ambitious risk-takers. Researchers are detail-oriented rule followers. Socials are productive and personable. Collaborators are relationship builders. Organizers are structured and efficient. Facilitators manage the resources of entire departments.

Section 1 of 7:

Culture Index Personality Types

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    Visionaries are highly autonomous workers, meaning they can make decisions based on logic. They understand the details and rules behind specific tasks, but that doesn't mean they follow them. They're here to pave a path to exceed company goals and accomplish the impossible. [1]
    • Visionaries may also be categorized as "achievers" due to their ambitious and determined nature. Despite the overlap, being an achiever can be a separate personality type.
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    Researchers are the complete opposite of visionaries, as they tend to follow company rules and guidelines. They're detail-oriented individuals who take pride in ensuring their work is always well-executed and polished. They're the people you go to when you're stuck on a problem, but they're not always the most sociable people in the workplace. [2]
    • Researchers may also fall under the "Analysts" personality type as they share an appreciation for logic and structure. They're also considered the go-to people within the workplace. However, they primarily focus on numbers and data.
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    People with this personality type are dedicated to routine and structure, and they're always ready with a to-do list so they can knock out their assignments quickly. They’re usually the first (or second) pick on group teams. [3]
    • Organizers typically rank high in conformity but low in autonomy.
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    You know the type; they know everyone's name, and everyone seems to know them, too. Socials are personable, extroverted, and productive workers. Like visionaries, they're not big on following the rules. [4]
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    In the workplace, there's nothing more important than teamwork. Collaborators, like socials, are skilled at building relationships between their co-workers, recognizing the individual traits and talents each person brings. They excel when completing high-stress projects and ensuring everyone is on the same page. [5]
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    These are the people who keep everything running behind the scenes. Facilitators, like organizers, rank high in conformity. They're known for managing resources and schedules and ensuring business runs smoothly. When they take a day off, something is bound to go wrong. [6]
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Section 2 of 7:

What is a culture index survey?

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    Generally, a culture index is a 2-page survey given to potential job candidates or existing employees to measure their psychological attributes. [7] To determine their employees' personality types, the survey's questions cover seven different categories, including: [8]
    • Autonomy
    • Social-ability
    • Patience
    • Conformity
    • Energy Units (Stamina)
    • Logic
    • Ingenuity
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    The data studies employee motivation, thinking, behavior, and interaction through a series of yes or no questions, true or false statements, or a numbered scale. Typically, these surveys will feature short questions about personal work style, team dynamics, and approaches to problem-solving. [9] For example:
    • For insight into employee engagement, a survey may ask, "How likely are you to recommend this job to another friend?"
    • This could be ranked on a scale from 0 (not likely) to 5 (definitely).
    • Culture index surveys are designed to be completed in under ten minutes to keep workers' interest.
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Section 3 of 7:

What do the culture index results mean?

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    Instead of speculating where a business is struggling, the data from a culture index survey gives employers the ability to make actionable changes. [10] It gives them concrete information on where workers may lack motivation or feel unsatisfied with their jobs so they can improve teams and effectively boost morale.
    • For example, if more employees rank high in social-ability in an independent working atmosphere, an employer could use this information to create more team-building events within the company.
    • Similarly, when used during the hiring process, candidates may not be the right fit if they rank low in autonomy for a leadership role.
Section 4 of 7:

Benefits of Using the Culture Index

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    Implementing routine surveys is a way of “checking in” on how workers are doing. It allows them to voice their opinions, ideas, and concerns based on what’s happening within the company.
    • Additionally, seeing their feedback used to make positive internal changes can make them feel heard, creating a positive work environment for all. [11]
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Section 5 of 7:

Is the culture index survey valid?

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    All of the items on the culture index were statistically analyzed to ensure they’re valid, meaning that they measure the categories they’re supposed to, like autonomy. Previous survey respondents also retook the test to ensure it’s reliable, which means that the test provides consistent results. [12]
    • However, it’s unclear whether the test is evidence-based. There’s little research supporting the creation of the test and its reported benefits.
Section 6 of 7:

Origins of the Culture Index

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    Gary Walstrom got the idea to create the culture index after hiring and training talented employees, which brought him professional success. Walstrom partnered with Cecilia Bruening-Walstrom to design and commercialize the index. [13]
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Section 7 of 7:

Alternatives to the Culture Index

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    The Predictive Index is a behavioral and cognitive survey that is commonly used in the workplace. Companies often use it to hire employees, award promotions, or understand the needs of a business team. It takes about 20 minutes to complete and is comprised of 2 surveys: [14]
    • The Behavioral Assessment measures 4 behavioral drives: dominance, extraversion, patience, and formality. You select adjectives that describe how you’re expected to be at work and how you actually are.
    • The Cognitive Assessment measures your mental ability and critical thinking skills. It consists of 50 multiple-choice questions.
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    The DiSC is another behavioral assessment that’s primarily used in the workplace to make hiring decisions, improve workplace culture, and develop better training strategies. The DiSC categorizes people into 4 personalities: Dominance, Influence, Steadiness, or Conscientiousness. [15]
    • The test consists of about 80 behavioral statements. You rate the items on a scale from “Strongly Disagree” to “Strongly Agree.”
    • It takes about 15 to 20 minutes to complete the test.
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    The CliftonStrengths Assessment is a performance-based survey that’s often used in professional and academic contexts. The test provides you with personality statements and you indicate how well they describe you. When you finish, you get a report of your strongest strengths and potential weaknesses. [16]
    • The test also sorts you into 1 of the 4 leadership domains: executing, influencing, relationship building, or strategic thinking.
    • It takes about 30 minutes to complete the test.
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      References

      1. ↑ https://dovetail.com/surveys/culture-index-survey/
      2. ↑ https://dovetail.com/surveys/culture-index-survey/
      3. ↑ https://dovetail.com/surveys/culture-index-survey/
      4. ↑ https://dovetail.com/surveys/culture-index-survey/
      5. ↑ https://assets-global.website-files.com/61b1480fef55e11998924c7f/62e04863ba1848001eef1c9e_Culture%20Index_ProblemSolversVersusPeople%20Skills%202022.pdf
      6. ↑ https://assets-global.website-files.com/61b1480fef55e11998924c7f/62e04863ba1848001eef1c9e_Culture%20Index_ProblemSolversVersusPeople%20Skills%202022.pdf
      7. ↑ https://www.cultureindex.com/our-approach
      8. ↑ https://dovetail.com/surveys/culture-index-survey/
      9. ↑ https://merchery.co/blog/demystifying-the-culture-index-survey-a-comprehensive-guide
      1. ↑ https://merchery.co/blog/demystifying-the-culture-index-survey-a-comprehensive-guide
      2. ↑ https://www.forbes.com/sites/carolinecenizalevine/2021/06/23/new-survey-shows-the-business-benefit-of-feeling-heard--5-ways-to-build-inclusive-teams/?sh=3a422e6e5f0c
      3. ↑ https://uploads-ssl.webflow.com/61b10332b34522cbdd3c7dd9/623a56412dfde83cadb7abe8_Culture%2BIndex%2BValidity.pdf
      4. ↑ https://www.cultureindex.com/our-story
      5. ↑ https://www.predictiveindex.com/blog/how-does-the-predictive-index-test-work/
      6. ↑ https://www.discprofile.com/what-is-disc
      7. ↑ https://www.gallup.com/cliftonstrengths/en/253676/how-cliftonstrengths-works.aspx

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