We are based in London, UK
A model of culture change to create sustainable outcomes, developed by Nadine Exter whilst at Cranfield University. Copyright Cranfield University.
Defined by academics Deal & Kennedy as 'The way things get done around here', organisational culture can be invisible but still permeate across every department, location and employee group with great effect. How employees behave, treat each other, value business assets and stakeholders, and how they prioiritise and achieve tasks is directed by how well - or badly - organisational culture works. But each organisation is unique because of their particular context, employee group, stakeholders, sector, and context and climate in which they operate. Therefore, 'how things get done' is also unique, and needs to be identified, aligned with responsible and purposeful strategic intent, and managed well.
Does your organisational culture help or hinder you in strategy achievement? Often, certain components of culture - such as control systems or how power is used - can discourage the behaviours (e.g. productivity, innovation) you are trying to create to deliver your strategy. This does not mean your culture is negative - simply that it needs to be fully identified and diganosed for what works and what does not work.
More recent approaches such as MoralDNA, or the Culture Web, are useful but I argue they do not capture the full complexity of what culture encompasses. Further, a diganostic tool works when it talks directly to what it is you are trying to achieve - new behaviours, embedding a sustainability strategy, facilitating a new corporate strategy, or structural changes and integration of new divisions for example. A systems-approach to diagnosis can provide better insight and direction as it includes a wide breadth and depth of cultural components.
We use the thorough specially-developed Culture Diagnosis tool - diagrammed above - to undertake a Culture Diagnosis specific to what it is you are trying to achieve. Through interviews, surveys, data analysis, stakeholder assessment, site observations, communications & messaging assessments, control system analysis, and strategy and leadership review we can provide a detailed diagnosis of what your Culture is, what works, and what may not.
Culture Diagnosis Report
Following analysis we provide a report and presentation detailing the As is state, SWOT analysis, examples of outcomes and impacts, and first insights into what works and what changes could better facilitate what it is you are trying to achieve.
We have found that following a diagnosis, our clients recognise strengths and weaknesses of their organisational culture that need to be enhanced or changed. The next step is to create the strategy to do this.
The Case for Change
At this point we can help with developing the business case and Board Report of what, why, how, when, and costs and resources needed. The 'Case for Change' report can articulate the need and desired impact to help with achieving Board support.
Visioning your 'To be' State
Within - or sometimes prior or alongside developing the Case for Change - it is useful to identify what the desired 'To be' state is. What do the outcomes look like when you have a culture that successfully enables strategy success? What cultural components specifically will be present and a unique asset? This Visioning is best done with a cross-functional team who represent different parts of the business and have some level of responsibility for either people, development, strategy or delivery. We can facilitate this through a series of one-to-one meetings, research, and then a Visioning Workshop to identify the desired 'To be' state.
Culture Change Strategy
The strategy identifies how to make the change, who will drive it, and what specific workstreams are needed to organise the programme. We can develop this with or for you, and coach you through how to align this with other change programmes and the overall corporate strategy. The strategy sets out how to move from 'Asi is' to 'To be', with specific goals and targets, projects that drive the change, and a suitable management and governance approach to lead the programme to success.
Implementation works well with a set of best practice programme management techniques, via an Implementation Roadmap we can develop for you, and guide you through over the duration of the programme. We can also take on specific project delivery, such as Employee Engagement surveys, developing and growing a Champions Network or sculpting internal communications and messaging.
Sustaining the culture you need works when mindset, behaviours and values are embedded within the employee base and systems & processes that direct their behaviour. This often requires a longer term approach, as fundamental shifts may be needed. We call these shifts 'DNA Shifts' as they focus on deep, embedded assumptions and behaviours.
DNA Shifts (examples)
We can help you identify what longer term, deeper changes are needed to sustain your Culture Change journey for the long term, and then guide you on rolling out these changes. We can undertake periodic reviews and assessments to track progress and suggest course-corrections if necessary.