The Sport Culture Index

The innerlogic Sport Culture Index (SCI) is an evidence-based assessment platform that quantifies culture in sport environments. The assessment leverages several validated psychometric scales and empirically validated concepts from sport and organizational psychology.

The reporting is done through a 360-review process, meaning the report includes the perceptions of every member of a team or organization (athletes, coaches, support staff, etc.).

Much like a financial statement, the SCI is an audit of a team’s environment. It provides a detailed breakdown of twelve key culture indicators, organized into two dimensions of human factors (i.e., areas critical to supporting human beings) and system factors (i.e., areas critical to collective excellence).

The Unit of Analysis

Culture is the psychological climate created inside a team or organization, as well as the impacts of that climate on both people and performance. A more colloquial way to define it is, “the way we do things around here.” This is exactly what the SCI is analyzing, the environment. Culture is constantly being created and received by all members of the team or organization. Therefore, the assessment does not target individuals, but rather the collective. Some key questions we like to help groups answer with the SCI are:

1. Are there sub-cultures, groups of individuals, or smaller teams struggling culturally within the bigger organization?

2. Are people in different roles, from different backgrounds, are experiencing the culture differently?

3. Are there specific culture factors more correlated with performance outcomes than others?

Consistent findings

Based on our work in sport over the past few years, here are some key findings that tend to ring true in most cases:

1. Measuring culture requires vulnerability from leadership. Naturally, the first time you do anything there is some uncertainty. This has been true for just about everyone who uses our platform. The beauty in this though is that coaches and sport leaders are pushing past their comfort zones in effort to improve their environment. Those who have been willing to do so, have realized a huge reward on the other end. What’s in the way, is the way.

2. You will reveal both strengths and gaps. There is always a healthy combination of sentiments within the report that lead to things needing improvement and others that need to be further optimized or leveraged.

3. There is a tangible path forward. From every data set we have seen to date, there are always tangible growth opportunities to target and act on. The best part: we provide an end-to-end action planning toolkit to store and track the success of your culture strategies.

4. Culture change is a process, not an event. These things take time, but there are some quick wins available simply by acknowledging the feedback and indicating to those who provided it that they were heard. Beyond this though, culture shifting should not be viewed as an acute event or workshop, but rather an ongoing, sometimes infinite process of getting a little bit better each day.

5. Engaging all stakeholders elevates the process. By including all members of the team (i.e., 360 degree feedback), you begin the process of true empowerment. This alone is a positive culture strategy. Because at the end of the day, the health of a culture is determined by the many diverse perspectives and experiences within it.

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