My consulting and development services dig deep into what is happening in your organization to understand how your company operates, what your team believes, and the norms your follow. This in-depth approach will provide the information and perspective needed to identify and develop solutions that are relevant to your company.
First things first, you can’t be intentional about your culture if you don’t do the work to decide what you want. In this phase we will dig deep to define how you want to show up by identifying your desired culture and the behaviors that support it.
To be intentional you must check how you are doing today compared to where you want to be. The culture assessment will identify your team’s perception of your current culture and how it is demonstrated in your business activities. Once the data has been assessed, we will compare it with your desired culture state to identify gaps.
To make your desired culture come to life in your organization, the following are key mechanism that are a foundation to the development and sustainment of your culture.
Notice I used the word experience not process, not training. First impressions matter and this is where you help your new team members understand the importance of your culture and associated behaviors. Most importantly, a strong on-boarding experience validates your new team member's decision to join your team and leads to longer retention.
Internal Communication Strategies, Norms and Tools
Trusted and consistent communication practices are key to living your desired culture. This is not about e-mail best practices. It is about your mission, values, and culture influencing what you communicate about, the frequency and the methods you use. It is creating relevant and inclusive strategies to:
Talk about business performance, both success and failures
Keeping mission, values, and culture at the surface
Empowering your team's voice and knowledge
A strong culture is a learning culture. It is ensuring your leaders and team have the skills for today's business, while preparing them for what is ahead. This is achieved by developing strategies and solutions that:
Allow your team members to lead their own development
Includes opportunities that encompass both functional and soft skills development
Are anchored in your company's performance goals
Keep mission, values, and culture at the surface
Change is a normal part of business. A change in product, leadership, team structure, and tools are all things your company may experience. Because its inevitable, having a repeatable change management framework that is anchored to your culture will develop your team's resilience and agility when change happens. The framework should include how:
Leadership and the team's participate in change
Success is qualified and measured
To assess the change's impact on the team
Trusted engagement, communication, and training mechanisms are utilized
Sustainment of the change is defined and supported