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The Dolphin Index has been an important tool in Nestle Rowntree’s strategy to develop a broad innovation culture across the business and to remove the mystique that so often surrounds creativity and innovation.

Creativity Development Manager, Nestle Rowntree

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THE METHOD

We can provide you with your own dedicated version of the Dolphin Index. You ask a representative sample of your people to complete the simple 68 question questionnaire on line. The questionnaire takes about 10 minutes to complete. Each person gets immediate feedback on how their personal view of the climate compares with the national norm.

Meanwhile we collect everyone’s responses, analyse the data and provide you with feedback about your overall scores on the 13 dimensions of the Dolphin Index. We compare your scores with the national average.

We can also compare various parts of the organization with other parts. We may also be able to compare your overall scores with others in your sector.

We can also provide comprehensive recommendations as to how you can improve your performance.

The 13 dimensions:

COMMITMENT

This dimension refers to the extent to which employees are committed to organizational goals and operations. This covers the amount of emotional involvement that members of the organization or team feel to the goals of the organization (or team/division). This dimension also refers to the extent to which the work is perceived as stimulating and engaging.

Read more: COMMITMENT

 

FREEDOM

This dimension refers to the extent to which employees have opportunities to make their own decisions, seek information and show initiative. The extent that the there is freedom from tight supervision within the organization. It focuses on the independence that individuals have in their jobs.

Read more: FREEDOM

 

IDEA-SUPPORT

This dimension refers to the extent to which employees are encouraged to put forward ideas and suggest improvements. This also focuses on initiative and around the feeling of encouragement and support from the organization regarding the generation of ideas.

Read more: IDEA-SUPPORT

 

POSITIVE RELATIONSHIPS

This dimension refers to the extent to which people trust and get on well with one another at work. This also refers to the extent that there is an absence of personal conflicts.

Read more: POSITIVE RELATIONSHIPS

 

DYNAMISM

This dimension refers to the extent to which the atmosphere is dynamic, lively and exciting. Dynamic environments are characterised by high levels of positive change.

Read more: DYNAMISM

 

PLAYFULNESS

This dimension refers to the extent to which people laugh and joke with one another. Moreover, it refers to the extent and ease to which humour is used and displayed in the organization.

Read more: PLAYFULNESS

 

IDEA-PROLIFERATION

This dimension refers to the extent to which people are perceived as having creative ideas and varied perspectives towards their work. This also refers to the level of debates encouraged in the organization.

Read more: IDEA-PROLIFERATION

 

STRESS

The extent to which people feel overburdened and under pressure at work. This also refers to the extent that people do not feel they have the resources to cope with the demands at work.

Read more: STRESS

 

RISK-TAKING

This dimension refers to the extent to which new ideas may be implemented and where people are prepared to take risks. Uncertainty is tolerated and decisions are taken quickly regarding actions.

Read more: RISK-TAKING

 

IDEA TIME

This dimension refers to the extent to which employees have the time to generate and consider new ideas. This dimension focuses on the time allowed and encouraged in an organization regarding the generation of new ideas.

Read more: IDEA TIME

 

SHARED VIEW

This dimension refers to the extent to which there are open and adequate communications between more and less senior employees. This also refers to the extent to which individuals feel that there is openness between people at work.

Read more: SHARED VIEW

 

PAY RECOGNITION

This dimension refers to the extent that people are satisfied with their remuneration and appropriately rewarded for the effort and work that they do.

Read more: PAY RECOGNITION

 

WORK RECOGNITION

This dimension refers to the extent that people receive praise for their achievements. This includes the extent to which individuals’ efforts are recognised in terms of encouragement and support.

Read more: WORK RECOGNITION

 

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Comments

Having looked at several practitioners of the Ekvall criteria, I have been delighted to work with Mark and the Dolphin Organization to evaluate BBI’s culture for change and creativity. Mark has combined excellent, pragmatic business realism, with the passion to drive 21st century business growth, and he communicates this in a way that has engaged every level of the business and been truly inspirational. If you are looking to the future for you and your business, you need to do this!

Peter Corish, Head of Business Development, BBI Group

The great thing about the Dolphin Index is the opportunity to benchmark your climate against the world outside - and get feedback that says 'It doesn't have to be like that!'

David Mayle, Head of the Open University Business School's Centre for Innovation, Knowledge & Enterprise

The Dolphin Index is a really useful tool for clearly identifying our strengths and areas for improvement.

Jo North, Commercial Director, Northern Rail

The Dolphin Index has been an important tool in Nestle Rowntree’s strategy to develop a broad innovation culture across the business and to remove the mystique that so often surrounds creativity and innovation.

Creativity Development Manager, Nestle Rowntree

The Dolphin Index is the ideal tool for assessing your climate and so for understanding the levers to pull so as to make the enterprise more dynamic, innovative and successful.

Nick Gurney, Former CEO Bristol City Council