HOW IT WORKS

Culture is often defined as “the way we do things round here”. However, within that simple definition lies multiple layers of beliefs, mindsets, behaviours, policies and ways of working.

An easy way to think about culture is to consider that it starts in the minds of the CEO and executive teams (current and legacy), as their beliefs. This then translates into their behaviours, how they show up, and how they lead. And lastly becomes visible in the organisational rules, rituals and ways of working.

Culture can be a huge source of advantage to an organisation, but only if that culture is in full alignment with the purpose, strategy and leadership behaviours.

How do I help?

Leaders often instinctively know what type of culture they want, but find it hard to articulate specifically what needs to be different and what steps to take to achieve this.

Additionally, it can be difficult for senior leaders of an organisation to have a good sense of what the current culture is throughout the organisation.

For these reasons a culture audit is a good first step in any proposed culture change.

I do this in different ways, either as an Organisational Cultural Inventory (OCI from Human Synergistics) or working with you to design your own culture audit.

We can then map the gaps between where you are and your ideal culture.

I then work with you to prioritise these gaps, aligning them to your strategy and set up ways to measure progress in closing the gaps.

Changing culture usually involves changing leadership behaviours. For this reason I also offer, among other tools, the Life Styles Inventory (LSI from Human Synergistics) as a leadership coaching component to culture change.

If you want to find out more about how to improve or change your organisational culture then book a discovery call here.

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