Your company’s culture defines the shared beliefs and values that determine how employees should act, both on and off the job, as company ambassadors. Your company culture should be set up by leaders and then communicated and reinforced to shape the feelings, behaviors, and interactions of all employees. Organizational culture sets the context for everything an enterprise does. Because every company is unique, there is not a one-size-fits-all culture template that meets the needs of all organizations. We will help you find a culture that fits your goals and expectations with our tiered approach.
Why would you consult with us about your company culture?
A strong culture is a common denominator among the most admired companies. Everyone at the top should share a consensus about cultural priorities, and those values must focus not on individuals but on the organization and its goals. For good reason, leaders in the most admired companies live their cultures every day. They go out of their way to communicate their cultural identities to employees and prospective new hires. They are clear about their values and how those values define their organizations. All of this sets the bar for how organizations run.
Conversely, an ineffective or non-existing culture can bring down the organization and its leadership. Known debacles include Enron, Wells Fargo, and Penn State.
Even organizational cultures that have worked well may develop into a dysfunctional culture after a merger. Research shows that two out of three mergers fail because of cultural problems. Blending and redefining the cultures, and reconciling the differences between them build a common platform for the future. In recent years, the fast pace of mergers and acquisitions has changed the way businesses now meld. The focus in mergers has shifted away from blending cultures and has moved toward meeting specific business goals. Some experts believe that a strong corporate culture will develop naturally if the right business plan and agenda are in place during a merger.
Our culture consulting uses a 3-tiered approach that will help you adopt a company culture that aligns with your business goals. Each phase forms a robust base to successfully roll out the next and helps us maximize results.
Phase 1: Stage a huddle with leadership to establish company values
At the heart of organizations’ cultures are shared values. None is right or wrong, but organizations need to decide which values they will emphasize. During the first phase, we will huddle with leadership to establish company values. We will:
- Consult with you on how to best name the approach to culture.
- Assess and benchmark the current.
- Set a target date for assessing progress and make changes.
- Analyze and communicate the assessment results.
- Form a focus group to brainstorm how to roll out and encourage adoption of the culture.
Phase 2: Two-part familiarization training
The second phase consists of two training sessions on coaching yourself and others. This phase builds the skills you need to succeed in implementing the goals we established in the first phase. We will:
- Work with management personnel on the culture assessment, rollout, values, and standards to support the culture.
- Work with all non-management personnel on the culture assessment, rollout, values, and standards to support the culture.
We optionally offer monthly one-on-one phone coaching sessions for key players to stay focused and on purpose about the culture.
Phase 3: Ensuring your continued success
The final phase is aimed to achieve long-term success. We will help you create a plan to boost your culture when needed and help you roll out your culture throughout your business.
- Leadership reinforcement huddle
- Assess the culture again
- Analyze and communicate the assessment results
- Form focus groups to boost the culture
- Celebrate the culture with company-wide culture conference
Honey Shelton is certified in Reality Therapy from the William Glasser Institute and runs her own coaching practice. She’s also writing a book on coaching. Learn more about Honey and what others say about her.