Our experience shows us that when leaders and employees become more aware of their own and each other’s values, good things start to happen, inside and outside of the organisation. A deeper understand of values not only influences how people perform at work, but also how they relate, build friendships, take responsibility and continue to learn.
How it works: The process
To power culture you need a structured approach. A culture strategy is a guided journey through the complex field of cultural development, from where you are to where you want to be.
The Culture Intelligence process
Our process consists of four defined modules. Each phase is customised for each customer, based on business strategy, urgency, organisational status and resources.
Awareness
Before embarking upon a cultural shift project, it is important to increase awareness of the cultural project and the impact it will have on the business. Why do we focus on culture? How is it linked to the strategy? How is it aligned with the goals? How is it anchored in the organisational needs?
Actual culture
What kind of culture do you really have today? This is surveyed and visualised with Culture Intelligence. Identifying the preferred mindset and high priority values of your culture will create a shared understanding of who you are as a company. Knowing, not hoping, the culture perspective enables effective cultural growth.
Aspired culture
What kind of culture do you need in order to succeed with your strategy? In the market place, what are the opportunities and how can they be translated back to your cultural ambition? Having a best fit cultural roadmap will align actions and focus the leadership. The aspired culture is defined in Culture Intelligence, either as a one of our predefined culture codes, or as a tailor made code for a particular organisation or group.
Action
The gap between your existing culture and your cultural ambition visualised in Culture Intelligence will trigger actions. How do you close the cultural gap? What impact does it have for leadership, HR strategy and people engagement? Assigning roles and responsibilities in building the new culture is fuelled by precise and coordinated personal assignments.
Further reading:
