What separates the highest performing organizations from the rest? Clever strategy? Superior products? Better people? Perhaps they do – for a while – but any advantage fades if it is not built atop something more fundamental. Something that enables a competitive advantage to sustain and grow over time. That something is culture.
Culture starts with what people do and how they do it. In any organization, what people do may not differ dramatically, but high-performing organizations distinguish themselves in how they do it. This cumulative effect of what is done and how it is done eventually manifests itself in important organizational practices and solutions that drive behavior and ultimately determines an organization’s performance.
Creating your culture begins right at talent attraction. And managers make a huge difference for your company, especially as it grows. Gaps in managerial capability will interfere with team productivity and put culture at risk. Below are some solutions how we can work with clients to create a highly calibrated culture. Our first step is, of-course, to understand where you believe your organization is at culturally and your aspirations before we conduct any diagnostics and design solutions.
On-boarding / Culture Boarding
4 to 12 weeks sprint
The On-boarding process is the biosphere that cultivates your culture. Rather than setting new employees up for success, organizations with poor or no on-boarding processes are setting the stage for unplanned attrition, unclear cultural messaging and lower productivity. The faster new hires feel welcome and prepared for their jobs, the faster they will be able to successfully contribute to the company’s mission. Organizations with a standardised On-boarding process experience 62% greater new hire productivity, along with 50% greater new hire retention. Choose between a) all-employee on-boarding b) manager on-boarding and c) leadership on-boarding or have them all!
8 to 12 weeks sprint
Not your usual manager development offering. The Connector Managers is as much as approach as it is a model for a management development intervention we design for your organization to then autonomously deliver. This Connector Manager approach triples the likelihood that direct reports of your managers are high performers, and also driving employee engagement by up to 40% (Gartner). Managers are a critical link in the execution of business objectives and embedding the desired culture. Connector Managers personalize employee development, power the team for peer development and harness best-fit connections - our solution is build around these core principles and is tightly enveloped by practical managerial concepts and best practices.
8 to 24 weeks sprint
Repeated studies over the past 10 years have shown that the business performance of organizations in the highest quartile of employee engagement scores outpaces that of competitors. High employee engagement correlates with higher average revenue growth, net profit margin, customer satisfaction. We help you go beyond money, to create the practice and solutions essential to improve your employee engagement to win in the marketplace. As such, employee engagement is especially critical for digital business — an environment marked by complexity and frequent change
Organization Network Analysis (ONA)
12 to 24 weeks sprint
Analyze and understand value-creating networks that are vital for embedding culture, knowledge sharing, change management. ONA is a structured way to visualize how communications, information, and decisions flow through an organization. It helps you look beyond the organization chart to identify the key influencers and hidden experts. Collectively called the ‘Social Capital ’ of an organization, these invisible networks of relationships (both internal and external) help HR and business leaders understand exactly how work gets done, businesses grow and employees (individuals and teams) succeed.
The Coach Approach
12 to 24 weeks sprint
There are seven steps in creating a coaching culture and broadly categorized into three areas - coaching strategy and organizational culture change, skills development and structure. We deliver this. Research suggests that coaching delivers an ROI of six times the investment. Many top performing organizations are turning to a coaching style approach in their daily internal interactions. As you consider the need for greater agility in managing growth, solving problems and maximizing the potential of your people, a coaching approach supports this through conversations that expand current thinking and challenge teams and individuals to explore what’s possible.