your challenges
Energetic, ambitious, and capable people are always a plus, but they often create different issues, represent different functions, products, lines of business, or geographies and can vie for influence, resources, and promotion.
Often there either is not enough of them to go round, the business isn’t sure which are constructive or destructive, team dynamics break down and/or they are not all pulling in the same direction.
So, what’s the secret? Whilst each organisational culture is slightly different there are some common traits to the high performers; a sense of shared purpose, goals and values, strong exemplary leadership, an excellent employee experience, high levels of trust as well as fit for purpose structure, policies and processes. We believe it’s about maximising everyone’s contributions so you can achieve game changing performance and results.
Companies push to align their culture across the whole organisation but more and more frequently divisional or departmental leaders need to focus on breaking down siloed working, improve performance results, enhance the customer experience, increase employee engagement, accelerate innovation, or successfully deliver change projects just within their area. Meaning that they must create a standalone high performance culture within their team or department and have the tools and process to do it.
Of course, localised high-performance sub-cultures must be aligned with the overarching culture, but often they require deliberate differences which enable performance, productivity and impact to accelerate.
Culture Consultancy have worked with global organisations to deliver high performance team, department, or divisional cultures time and again.
call us on +44 (0) 208 088 2228 to find out more
Whether it be to deliver new products and services to customers or improve internal ways of working, digital adoption and innovation requires a shift of company culture, mindsets, behaviours, and ways of working – from leaders and managers to front line staff.
find out moreCulture is still cited as one of the primary reasons why M&A transactions fail to realise their full potential. Aligning cultures stretches well beyond just harmonisation of people and HR policies- it needs to include working practices behaviours and the employee experience.
find out moreWith rapid growth comes culture strain– ways of working are often outgrown and need to be adapted, new disciplines are required, people need to be upskilled, management practices enhanced, and the employee experience refreshed. Left unresolved, the culture strain will impact on performance and future growth.
find out moreHow diverse your population is, how inclusive your culture and how well your people feel heavily contributes to how agile and innovative you are as a business, how appealing your offerings are to your diverse customer base, and how engaged, hence productive, your people are.
find out moreThe need for strong, connected and forward-thinking leadership of your people is greater than ever as employees grapple with blurred boundaries of fluid operating structures, increased demands and moving goals, higher uncertainty and greater complexity, all within a fast-paced environment.
find out moreCulture change programmes for complex situations require a robust underlying method, attention to detail, yet flexible and effective approach towards implementation to allow for the various complexities. A multi-layered approach may not be simple, but it can spread responsibility, resources and multiply impact to achieve faster traction.
find out moreAchieving greater performance, productivity and impact is a constant challenge for leaders. Whether just for a team, a department, a division or for the overall company, creating a climate and culture which enables high performance is key for delivering results and fulfilling strategic ambitions.
find out moreMost organisational cultures are not totally conducive to sustainable remote working practices, with productivity, engagement and wellbeing all being impacted. Organisations will need to reset their internal culture and ways of working to enable remote working to be a sustainable, human and productive way of operating.
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