Shape Culture
Build a culture of employee engagement, retain top talent and reduce turnover.
Culture eats strategy (for breakfast).
A poor culture erodes trust, stifles innovation, increases staff turnover, and ultimately diminishes productivity and profitability. It makes attracting and retaining top talent difficult, hindering a company's ability to compete and thrive.
Culture diagnosis and strategy
Assessment
Evaluate the current organisational culture through employee surveys, leadership interviews, behavioural observations, and cultural artifacts analysis. Map behaviours, values, beliefs, communication patterns, and decision-making processes to establish a comprehensive baseline understanding of "how things actually work" versus stated organisational values.
Diagnostic
Identify the gap between current culture and strategic objectives by analysing assessment data to produce an organisational 'Heat Map' that pinpoints cultural enablers (what's working and should be leveraged) and inhibitors (what's holding the organisation back and needs addressing). Develop a clear 'Road Map' outlining how to bridge these gaps, prioritising interventions based on impact and feasibility to guide the cultural transformation journey.
Strategy
Define the desired "target culture," outlining the specific behaviours, mindsets, and values needed to succeed. This creates a clear picture of what the future should look like.
Leadership-led culture activation
Behavioural coaching
Coach senior leaders to help them understand how their actions influence culture and to align your daily behaviour with the target culture.
Action planning
Translate high-level culture concepts into specific, observable behaviours for your teams. This makes the new culture tangible and actionable at every level of the organisation.
Communication plan
Develop a structured communication plan to ensure a clear, consistent, and transparent message about the cultural transformation.
Embedding purpose, values and behaviours
Values / behaviours alignment workshops
Define what behaviours and required for specific roles, how these behaviours translate into values, and how your staff can embody them in their work.
Feedback and recognition systems
Introduce new systems to reinforce desired behaviours, including peer-to-peer recognition programmes or formal feedback mechanisms that link performance reviews to cultural values.
Integration with HR processes
Embed the new culture into core HR functions, including recruitment, onboarding and performance management.
“Ninety-Days was a powerful catalyst for positive change at Gentoo - driving, tracking, and embedding meaningful improvements in customer experience, colleague engagement, and commercial effectiveness”
— Susan Fulton | Gentoo Housing Association