Culture eats strategy for breakfast
— Peter Drucker, Author, Professor and Business Visionary

How an organization behaves is activated through its own unique culture.  An “operating system” for people, culture in its most basic sense, is an indicator of what people do versus what people say. Culture guides employee actions and how individuals interact. Culture should be transparent, easily understood and easily communicated. It is a critical component of any workplace that requires constant vigilance. Culture work can include:

  • Assess current state of the culture and facilitate process to develop desired future state given new business strategy and new expectations around performance and behavior. Provide gap analysis and develop action plan for addressing key opportunities.
  • Provide framework for organizations to embed understanding of and accountability for culture throughout all talent processes, relevant communication vehicles and educational materials.
  • Provide culture gap assessment for M&A scenarios and other significant internal or externally driven changes that impact organizational culture.
  • Monitor and measure culture over time to assess effectiveness of embedding a significant change or progress towards a future state. Can include development and deployment of a culture survey, analysis of key findings, prioritization process, action planning and related communication materials.

Culture does not change because we desire to change it. Culture changes when the organization is transformed; the culture reflects the realities of people working together every day.
— Frances Hesselbein, ”The Key to Cultural Transformation,” Leader to Leader