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how we do it
We work with you to earn buy-in from your people to create a workplace which works for all.
We use a range of powerful, proven tools and methods to create cultures that are business results led, and employee engagement focused.
These include:
4E’s human change principles
the GC index
psychological safety index
Culture Consultancy 3 Stage Methodology
Our methods will maximise your internal resources and expertise, whilst developing your people for future capability.
the 4E’s human change principles
In our experience, people can only truly align and engage with an organisation strategy or culture change initiative where they are properly supported along the journey.
But what does this mean in practice? It’s more than just briefing people at your team meeting, or setting up some training sessions.
To achieve culture alignment throughout the organisation, in every team, division and location, the 4 principles of educating, engaging, empowering and enabling people are key to success:
educate
Providing people with the understanding and rationale behind actions.
engage
Ensuring individuals are motivated and support the organisation in a positive way.
empower
Encouraging employees to take ownership and responsibility.
enable
Creating the environment and structures to ensure people take action.
our 3-stage methodology is our go-to tool for creating cultures for business success.
insight
understanding and assessing the current culture and the case for change.
tools and services:
- Cultural assessment/audit
- Leadership/manager assessment and profiling
- Team dynamics assessment
- Top team facilitation
- Building the case for change
- Culture diagnostics
- Customer Experience Maturity assessment
- Employee Experience mapping
- Assessment for Innovation maturity
- Existing culture behaviour assessment
- Gap analysis on culture and brand
- Bespoke engagement and culture surveys
design
designing the future culture required to deliver strategy or transformation.
tools and services:
- Designing Purpose/Mission, Vision and Values or Culture manifesto
- Align culture to strategy & develop strategic narrative
- People Strategy
- Leadership development & manager training
- Behavioural competency frameworks
- Coaching for performance
- Design creative and engaging communication plans
- Develop Employee Value Proposition (EVP) and Employee Experience Framework (EXF)
- Selection of appropriate enabling technologies for HR, people and culture work
embed
building a roadmap and embedding the desired culture to make it stick.
tools and services:
- New culture/people strategy implementation roadmaps
- Engaging communications roll out
- Culture Immersion events
- Aligning/integrating cultures
- Embedding EVP and employee experience
- Upskilling leaders and managers
- Mindset and behaviour change roll out
- Facilitating the embedding – support & challenge or team climate & competence sessions
- Progress monitoring and hurdle jumping via Pulse surveys and design/steering groups.
- Measuring the Return on Investment (ROI)
- Culture Technology implementation
the GC index®
The GC Index® is a unique way of measuring how individuals and teams impact and contribute to your business. Standard personality or people diagnostic tools cannot measure what The GC Index® measures, which is why we use this method when working with clients.
The GC Index® is based on a common language and framework. It identifies five key ways in which people can make an impact to a role, team and/or organisation. These are:
the strategist
the game-changer
the play-maker
the implementer
the polisher
This method is the world’s first Organimetric – it connects people and business with data that organisations have not had before. It enables leadership teams to align their organisation to the business objectives, and helps people articulate where they want to make an impact and contribution – and where they don’t.
To find out more about how we can use the GC Index® to help you achieve measurable business results, get in touch.
psychological safety index
Psychological Safety (PS) is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes. This is the definition of Professor Amy Edmondson at Harvard Business School, who has been researching and teaching how the effect of psychological safety, or rather the absence of it, affects performance and effectiveness in teams and organisations for over 30 years.
The other 4 factors (Dependability, Structure & Clarity, Meaning and Impact) only proved to be valuable when a team is psychologically safe. Research has shown that of the five key dynamics of effective teams, Psychological Safety is by far the most important.
We use this method when working with clients to gain insight into an organisation’s culture. We are huge advocates for this approach, and our own team have undergone the Psychological Safety process.
To find out more about how the Psychological Safety Index could benefit your team, get in touch.