How do you define your desired culture? How do you measure it and ensure it’s embedded across your whole organisation?
Culture, like employee engagement, is not a thing in its own right but the sum total of many component factors. It’s essentially the summary of all employees’ answers to the question, ‘So what’s it like to work here?’
We help our clients find the answer to the question and, more importantly, work out what to do if it’s not the answer they were wanting or expecting, or if there are a number of different answers depending on where you ask.
Through rigorous definition and assessment, we support our clients by designing and implementing long-term culture programmes to either change or protect what’s already there. No two companies are the same and no two cultures are the same so our work ensures that the individual organisation’s context, vision and strategy are fully integrated.
Lots of our work in this area has involved helping clients at the point in time when their culture is at the highest risk of damage such as during mergers or periods of massive change. Whether you like it or not, or believe it or not, you already have a culture and that culture affects the performance of the organisation. So if you would like some expert help in making sure it’s a positive impact you now know who to call.