Culture-Typing™
shorters
Culture-Typing
As defined by Trabian Shorters, Culture-Typing™ is a framework that categorizes individuals’ and organizations’ attitudes toward change and learning into four distinct stages: Unnecessary, Necessary Evil, Necessary Good, and Strategic Advantage. This framework emphasizes the importance of understanding where individuals and teams stand in their willingness and ability to embrace new skills, narratives or technologies.
Stages breakdown
YOU CAN’T SKIP STAGES
STAGE 1
Unnecessary (No Will, No Skill):
Individuals in this stage feel no need for change or learning. They do not see the value in new skills or technologies.
Characteristics: Passive attitude, often satisfied with the status quo.
STAGE 2
Necessary Evil (Some Will, Low Skill):
Here, individuals acknowledge the need for change but feel forced into it, often leading to a sense of discomfort.
Characteristics: Performative actions to maintain appearances, reluctance to fully engage with change.
Support Strategies: Easy tools, a single leader to teach, and gradual exposure to new concepts.
STAGE 3
Necessary Good (Strong Will, Good Skill):
Individuals are ready and confident to embrace change, continuously seeking to learn and grow.
Characteristics: Active engagement with new tools and methods, confident in their abilities, and a focus on genuine development.
Support Strategies: Empowering tools, measurable outcomes, and encouragement of ongoing education.
STAGE 4
Strategic Advantage (Strong Will, Strong Skill):
This stage represents a high level of competency and willingness, allowing individuals to work effectively with others who share similar skills.
Characteristics: Collaborative efforts yield exceptional outcomes, leading to a competitive edge in various contexts.
Organizations and individuals must recognize where they fall within these stages to facilitate growth. This journey requires support, clear leadership, and a willingness to engage with new technologies and methods.
Trabian Shorters
Trabian’s Culture-Typing™ framework implies that cultural dynamics within organizations can be understood and navigated using these stages. Leaders can assess where their teams are and tailor their approaches to facilitate transitions between stages, ultimately driving effective change.
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