Culture Transformation Consulting for Organizations

Helping organizations close the gap between what they say they value and how people actually work.

Let's Discuss Your Needs

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Culture is the worst behavior your leaders and teams tolerate.

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Your organization has its own culture that is reinforced and encouraged daily—intentionally or not.

Culture is the operating system of your organization, and it needs regular updates to respond to changes and equip your leaders and teams to do their best work if:

Stated values don't show up in how people work.
Business, talent, and culture strategies aren’t pulling in the same direction.
Leaders and teams want to define what “good” looks like and how to get there.
You have the right people, but not the right behaviors to get the results you need.
Growth or change has outpaced the habits that used to hold your culture together.

Culture isn't a program you launch and finish. It's shaped in the interactions leaders and teams have every day.

A healthy culture aligns your business, talent, and culture strategies so you have the right people, working in the right way, to get the right results.

Want a deeper look at how culture actually works, and why most attempts to fix it fail? Read the Complete Guide to Organizational Culture.

Our Approach

Holistic Perspective

We work with you to shape culture by aligning your business, talent, and culture strategies.
Flexibility

We help you build flexible cultures by equipping equip your leaders and teams with tools and approaches for real-time adjustments.
All Levels

We help your organization learn what behaviors and tools to implement from the C-suite down.

Culture Transformation Services

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What is the story of your culture?
Identify the story your current culture tells through interviews, surveys, focus groups and review of existing data and processes.
The result: A report detailing the strengths and weaknesses of your existing culture and considerations for shaping.
You need a culture that is flexible to adapt to the changing business and talent environments.
Define the ideal culture through a series of design thinking workshops with employees & C-suite.
The result: A culture strategy plan resulting from the workshops detailing the phases of transformation and monitoring.
Provide development & tools that define the expectations of the people leaders in your organization to develop and engage employees and teams. Provide tools to people leaders and teams to define team norms and shape their local culture.
Result: a development plan and toolkit resources for leaders and teams to leverage to create their own healthy culture.
Circles of influence are small communities of people that can positively shape culture. This often includes women's networks, learning cohorts, people in same geographic regions, affinity groups and business resource groups.
The outcome: plans and tools to develop, equip and listen to these groups to help accelerate culture transformation.
Strengthen culture by intentionally planning and sharing stories about heroes, rituals, shared values and positive examples. Develop your leaders to embrace storytelling to shape culture by sharing what is valued.
The outcome: a toolbox of stories and plan for how to leverage storytelling to intentionally shape culture.

Interested in a keynote on how to equip leaders to shape culture within your organization?
Check out the keynotes for What Story Does Your Culture Tell? or the What if Dolly Parton Wrote “9 to 5” Today?

Let's Talk About Your Needs

Frequently Asked Questions About Culture Transformation

Culture transformation is an ongoing engagement tailored to each organization. It typically moves through the offers outlined above: assessing your current culture through interviews and data review, designing the culture you want through workshops with employees and the C-suite, equipping people leaders and teams with tools to shape their local culture, establishing circles of influence that reinforce it day to day, and building a toolbox of stories that carry it forward.
Each one is unique, depending on the focus and outcomes. Engagements can span three months to over a year.
Culture Transformation works best when it takes into account the entire organization: from the leadership team to people leaders to employees.
A values statement describes what you say you believe and intend people to experience.
Culture transformation addresses the true day-to-day experience from what actually gets rewarded, tolerated, and repeated.