What is BLISSANT®?
Organisation values in enterprise is a commonly referenced topic. Research during the late 20th century firmly established the linkage of values to behaviours. Over time, however, the references to values in enterprise has turned glib, and its usage turned mechanistic. Evidence lies in the loose and varied definitions and usages of the concepts of ‘values’, ‘beliefs’, ‘mindsets’, ‘attitudes’ and ‘behaviours’. BLISSANT® is designed based on nuanced appreciation and usage of these concepts. BLISSANT® provides you with a clear view of values, beliefs and mindsets held within your organisation on the topics of performance, operations, people, the organisation, and the environment. Importantly, it helps you establish causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other.
Research in the late 20th century firmly linked values to behaviours. Over time, references to values has turned glib, and its usage turned mechanistic. This is evidenced in loose definitions of ‘values’, ‘beliefs’, ‘mindsets’, ‘attitudes’ and ‘behaviours’. BLISSANT® is designed based on nuanced appreciation of these concepts. It gives a clear view of values, beliefs and mindsets in your organisation on topics of performance, operations, people, institution and environment. It establishes causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other.
Research in the late 20th century firmly linked values to behaviours. Over time, references to values has turned glib, and its usage turned mechanistic. This is evidenced in loose definitions of ‘values’, ‘beliefs’, ‘mindsets’, ‘attitudes’ and ‘behaviours’. BLISSANT® is designed based on nuanced appreciation of these concepts. It gives a clear view of values, beliefs and mindsets in your organisation on topics of performance, operations, people, institution and environment. It establishes causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other.
Research in the late 20th century firmly linked values to behaviours. Over time, references to values has turned glib, and its usage turned mechanistic. This is evidenced in loose definitions of ‘values’, ‘beliefs’, ‘mindsets’, ‘attitudes’ and ‘behaviours’. BLISSANT® is designed based on nuanced appreciation of these concepts. It gives a clear view of values, beliefs and mindsets in your organisation on topics of performance, operations, people, institution and environment. It establishes causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other.
Why worry about "organisation values"? Why get BLISSANT®?
The "values to behaviour" causal linkage has been well researched, yet has seen superficial application in the world of business. Several central questions are rarely considered when this "causal linkage" is explored. What are precise definitions of the concepts mentioned above, and how do they differ? Does physiological evidence and explanation of the linkage exist? What is the role played by sensory factors in this linkage? What are roles played by cognition and emotion in this linkage? What are possible pathways of this linkage? BLISSANT® deals with these questions and incorporates these considerations in its research. Get BLISSANT® if you desire for deep and high quality understanding of values held in your organisation, and how these translate to behaviour through beliefs, mindsets and attitudes.
The ‘values to behaviour’ linkage has been researched well, yet suffers from superficial application. Several central questions are rarely considered. How can one appropriately define the concepts mentioned above? Does physiological evidence of the linkage exist? What role is played by sensory factors? What are roles played by cognition and emotion, and with what possible pathways? BLISSANT® incorporates these considerations in its research. Get BLISSANT® for a deep understanding of values held in your organisation, and their translation to behaviour through beliefs, mindsets and attitudes.
The ‘values to behaviour’ linkage has been researched well, yet suffers from superficial application. Several central questions are rarely considered. How can one appropriately define the concepts mentioned above? Does physiological evidence of the linkage exist? What role is played by sensory factors? What are roles played by cognition and emotion, and with what possible pathways? BLISSANT® incorporates these considerations in its research. Get BLISSANT® for a deep understanding of values held in your organisation, and their translation to behaviour through beliefs, mindsets and attitudes.
The ‘values to behaviour’ linkage has been researched well, yet suffers from superficial application. Several central questions are rarely considered. How can one appropriately define the concepts mentioned above? Does physiological evidence of the linkage exist? What role is played by sensory factors? What are roles played by cognition and emotion, and with what possible pathways? BLISSANT® incorporates these considerations in its research. Get BLISSANT® for a deep understanding of values held in your organisation, and their translation to behaviour through beliefs, mindsets and attitudes.
Who will benefit from BLISSANT®?
The primary beneficiaries of BLISSANT® are collective entities – the organisation, the business, performance and operating units, working teams. Individuals benefit, but do so derivatively from the benefit accrued to collective entities. The organisation benefits from deeper knowledge of the values held and the nature of the ‘values to behaviour’ causal linkage. BLISSANT® enables organisations to thoughtfully intervene to modify or replace existing values and instil new ones. Moreover, the organisation is able to compare across its different constituent parts. The business benefits from values and behaviours that are catalytic in bringing about performance improvement. Performance units and working teams benefit from an objective picture of their values, beliefs and mindsets that accelerate and impede their progress.
BLISSANT® primarily benefits collective entities – organisation, business, performance units, teams. Individuals benefit, but do so derivatively. Organisation benefits from deeper knowledge of values held and the ‘values to behaviour’ causal linkage. Leadership can now intervene to modify existing values and instil new ones. Moreover, the organisation is able to compare values across its parts. Business benefits from behaviours that catalyse performance improvement. Performance units and teams benefit from clear picture of values, beliefs and mindsets that accelerate or impede progress.
BLISSANT® primarily benefits collective entities – organisation, business, performance units, teams. Individuals benefit, but do so derivatively. Organisation benefits from deeper knowledge of values held and the ‘values to behaviour’ causal linkage. Leadership can now intervene to modify existing values and instil new ones. Moreover, the organisation is able to compare values across its parts. Business benefits from behaviours that catalyse performance improvement. Performance units and teams benefit from clear picture of values, beliefs and mindsets that accelerate or impede progress.
BLISSANT® primarily benefits collective entities – organisation, business, performance units, teams. Individuals benefit, but do so derivatively. Organisation benefits from deeper knowledge of values held and the ‘values to behaviour’ causal linkage. Leadership can now intervene to modify existing values and instil new ones. Moreover, the organisation is able to compare values across its parts. Business benefits from behaviours that catalyse performance improvement. Performance units and teams benefit from clear picture of values, beliefs and mindsets that accelerate or impede progress.
Where (in which settings) should you get BLISSANT®?
Get BLISSANT® for your organisation if you are faced with any of the following six situational challenges. First, you believe that several prevalent behaviours are not symptomatic of the values that the organisation cherishes and upholds. Second, you believe that existing values need a rethink in light of evolving organisation goals and environment. Third, you notice significant differences in the values, beliefs and mindsets in different parts of your organisation. Fourth, you feel that new employees appear to struggle to align with the organisation’s values. Fifth, adverse events in the recent past have raised doubts in the minds of employees about the desirability and strength of existing organisational values. Sixth, inorganic activity, such as an acquisition or a merger, has necessitated the need to align values across entities.
Get BLISSANT® when faced with any of six situational challenges. First, several prevalent behaviours are not symptomatic of values that the organisation cherishes. Second, existing values need a rethink in light of evolving organisation goals and environment. Third, significant differences exist in the values, beliefs and mindsets across your organisation. Fourth, new employees struggle to align with the organisation’s values. Fifth, adverse events in the recent past have raised doubts about existing values. Sixth, inorganic activity, such as a merger, has necessitated the need to realign values.
Get BLISSANT® when faced with any of six situational challenges. First, several prevalent behaviours are not symptomatic of values that the organisation cherishes. Second, existing values need a rethink in light of evolving organisation goals and environment. Third, significant differences exist in the values, beliefs and mindsets across your organisation. Fourth, new employees struggle to align with the organisation’s values. Fifth, adverse events in the recent past have raised doubts about existing values. Sixth, inorganic activity, such as a merger, has necessitated the need to realign values.
Get BLISSANT® when faced with any of six situational challenges. First, several prevalent behaviours are not symptomatic of values that the organisation cherishes. Second, existing values need a rethink in light of evolving organisation goals and environment. Third, significant differences exist in the values, beliefs and mindsets across your organisation. Fourth, new employees struggle to align with the organisation’s values. Fifth, adverse events in the recent past have raised doubts about existing values. Sixth, inorganic activity, such as a merger, has necessitated the need to realign values.
How does BLISSANT® work?
The design of BLISSANT® is based on our proprietary five-part framework called POISE. BLISSANT® undergoes the four stages of ‘installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ over eight weeks. To install BLISSANT®, you identify situational challenges that necessitate the research, and establish the scope of the exercise by nominating collective entities within the organisation as research subjects and specific individuals as research respondents. BLISSANT® then engages with the respondents. Inputs obtained undergo statistical and qualitative analysis which are grounded in the product’s proprietary framework. The final research output for organisation leadership contains descriptive and narrative accounts of values, beliefs and mindsets, as well as a quantitative analysis.
The design of BLISSANT® is based on our proprietary framework called POISE. ‘Installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ takes place over eight weeks. To install, you identify situational challenges, and establish scope by nominating collective entities as research subjects and specific individuals as respondents. BLISSANT® engages with the respondents, and conducts statistical and qualitative analysis. The BLISSANT® research output for organisation leadership contains descriptive and narrative accounts of values, beliefs and mindsets, as well as a quantitative analysis.
The design of BLISSANT® is based on our proprietary framework called POISE. ‘Installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ takes place over eight weeks. To install, you identify situational challenges, and establish scope by nominating collective entities as research subjects and specific individuals as respondents. BLISSANT® engages with the respondents, and conducts statistical and qualitative analysis. The BLISSANT® research output for organisation leadership contains descriptive and narrative accounts of values, beliefs and mindsets, as well as a quantitative analysis.
The design of BLISSANT® is based on our proprietary framework called POISE. ‘Installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ takes place over eight weeks. To install, you identify situational challenges, and establish scope by nominating collective entities as research subjects and specific individuals as respondents. BLISSANT® engages with the respondents, and conducts statistical and qualitative analysis. The BLISSANT® research output for organisation leadership contains descriptive and narrative accounts of values, beliefs and mindsets, as well as a quantitative analysis.
When during the operating year should you get BLISSANT®?
BLISSANT® is designed for annual as well as episodic usage. BLISSANT® requires eight weeks to go through the ‘installing’, ‘engaging’, ‘analysing’ and ‘disseminating’ phases. While using BLISSANT® on an annual calendar, we recommend usage during the first half of the year, for two reasons. First, an early usage of BLISSANT® during the year allows respondents to recollect, draw from and react to the stimulus of the entire previous year. Second, the research output of BLISSANT® can have material implications for human resource processes, and such changes can be effected for at least two, and preferably three, quarters. If you are using BLISSANT® episodically or for the first time, there is no preferred time. Get BLISSANT® when you face any of the situational challenges mentioned earlier.
BLISSANT® is designed for annual as well as episodic usage. While using BLISSANT® annually, we recommend usage during the first half, for two reasons. First, an early usage during the year allows respondents to recollect, draw from and react to the stimulus of the entire previous year. Second, the BLISSANT® output has material implications for human resource processes, and such changes can be effected for two or three quarters. If you are using BLISSANT® episodically or for the first time, there is no preferred time. Get BLISSANT® when you face any of the situational challenges mentioned earlier.
BLISSANT® is designed for annual as well as episodic usage. While using BLISSANT® annually, we recommend usage during the first half, for two reasons. First, an early usage during the year allows respondents to recollect, draw from and react to the stimulus of the entire previous year. Second, the BLISSANT® output has material implications for human resource processes, and such changes can be effected for two or three quarters. If you are using BLISSANT® episodically or for the first time, there is no preferred time. Get BLISSANT® when you face any of the situational challenges mentioned earlier.
BLISSANT® is designed for annual as well as episodic usage. While using BLISSANT® annually, we recommend usage during the first half, for two reasons. First, an early usage during the year allows respondents to recollect, draw from and react to the stimulus of the entire previous year. Second, the BLISSANT® output has material implications for human resource processes, and such changes can be effected for two or three quarters. If you are using BLISSANT® episodically or for the first time, there is no preferred time. Get BLISSANT® when you face any of the situational challenges mentioned earlier.
© Copyright 2019 
All rights reserved.
© Copyright 2019 All rights reserved.
© Copyright 2019 All rights reserved.
© Copyright 2019 All rights reserved.