Culture Consultancy

🤔 Does your culture give you a competitive edge? If the answer is ‘yes’, ‘no’ or ‘don’t know’ this is for you…   In our new eBook we look at 5 high-impact culture focus areas that will give you the best ROI in today’s rapidly changing world.   👉 🔗 Get your free copy of ‘Get the Culture Edge’ here: https://lnkd.in/e4q68brT #CultureMatters #FutureOfWork #Leadership #CultureChange #EmployeeEngagement

We don’t do sheep dip DE&I, so don’t even ask.   What do I mean by that?   I mean tick-box exercises that might look ok on paper but have absolutely zero impact in the long term (or even the short term).   You know the ones…   -Isolated ‘lunch and learns’ with no follow up.   -Adding a token woman / Black person / LGBTQIA+ person to a team but not actually including them in strategy or decision-making.   -Writing ‘we welcome applicants from all backgrounds’ at the end of a job ad without ensuring that the job role itself and its description are genuinely inclusive.   It’s like we always say here at Culture Consultancy: activity doesn’t mean impact.   We’ve seen enough of what works and what doesn’t to implement programmes that go beyond the fluff and actually move the dial - creating and embedding DE&I cultures that stick and last.   If sheep-dip DE&I is what you’re after, Culture Consultancy is not the partner you’re looking for. If you want to actually change something, let me know and we’ll talk.

Culture can be convoluted. Investing in it shouldn’t be.   That’s why we’ve developed a deceptively simple culture process that is flexible enough to be tailored to a complex multi-entity organisation, or for a few hundred in a single department.   A process that works whether you need to understand the underlying culture cause behind poor performance, translate global parent group culture down to local organisation level, or capitalise on your culture’s best qualities post-M&A.   It’s as simple and as effective as this:   🔬Insight   Our Culture Assessment™ digs deep into your organisation’s heart, culture fabric and microcultures.   ✍️Design   A practice-led design process that maps the journey to your desired culture, taking it from an ethereal idea to hard reality.   ❤️Embed   An essential and often overlooked stage that will ensure your culture shift doesn’t fizzle out but thrives long after we’re gone.   The result is a future-proofed culture. One that'll see your people through tomorrow’s challenges, no matter how complex your context.   If you’re looking for support to understand, design, articulate, embed or future-proofing your culture, get in touch with our team today.

They may say that today is the ‘most depressing day of the year’, but we’ve decided to spice things up, literally.   Today, we’re hosting a CC Cook-Up!   We’ve enjoyed beautiful bakes from Bex, a sensational salad from Sapna and a legendary lasagne from Jo!   Blue Monday? More like Stew Monday! 😄 What are you and your team doing to beat the blues?   #CookingUpConnection #CultureConsultancy #BlueMonday

When is a win not a win?   We did an exercise with an executive team at a global manufacturing company a while ago. We divided them into two groups and set them a challenge: both teams had to build a set of IKEA furniture in under 2 minutes, and see if they could beat the record for fastest ever.   Have a read back over the paragraph above and see if you can spot the most important phrase.   Got it?   Here’s the answer: “both teams”.   The goal was for **both teams** to finish in under two minutes. But Team A was so focused on the stretch goal - on beating the record - that they let Team B down. Team A did it in 19 seconds. Team B was well over the 2 minute mark.   So yes, Team A was the fastest we’d ever seen. But their so-called win was a loss because they let Team B fail.   To really win in business, you need teams working side by side - pulling together, sharing tips and expertise, helping out when it’s needed.   If you’re developing a “winning” culture in your business, just make sure you’ve really defined what that looks like for your organisation. Because if your people don’t fully understand that, you might find that winning isn’t winning after all.

It’s International Mentoring Day! 🤝 We at Culture Consultancy are celebrating the invaluable practice of mentoring by giving a huge shout out to Generation Success, who’s mission is to empower this generation of youth to be the best they can be, removing barriers towards a more equal society. Click the video below where I talk about Generation Success, their mentorship programme and how they support young people to develop their professional skills and gain access to opportunities, regardless of their background. If you’d like to get involved, get in touch with the wonderful James Adeleke (FRSA) or head over to their website: www.generation-success.com #InternationalMentoringDay #GenerationSuccess #Empowerment #Support #Guidance

When it comes to culture change, there’s one golden rule: activity doesn’t equal impact. Too many organisations out there are looking for a quick and simple way to transform their culture. They realise they’ve got a problem and think “If we get everyone onto a training programme, that’ll sort things out.” But as the weeks and months go by, they see that nothing has been sorted after all. Maybe there was a change at first, but things have slipped back to the way they always were. The reason why is simple: if you want to transform an organisation’s entire culture, you need to do more than stick a plaster over the problem. 🌱 Employees need to feel like their wellbeing is being taken care of. 🌿 They need to feel part of an inclusive environment that values their contributions. 🌳 They need to see clear opportunities for career development in their future. These are the factors that really move the dial on culture in the long term. And unless you’re willing to drill down into them as well, getting everyone to attend a course isn’t going to trigger a true culture change.

📣 Welcome Bex!   We’re excited to welcome Bex Hankin as our new In-House Consultant!   Bex has over six years experience in leadership change and talent assessment, with a background in Executive Search. She has worked with management teams of both public and privately owned businesses, developing strong stakeholder engagement and management skills, and has a passion for helping businesses to achieve their best workplace environment and culture.   Outside of work, Bex is a keen traveller, reinforced by her time spent living abroad in Australia. She is passionate about exploring new cultures, reading, and fitness (which also helps offset the results of her time spent baking!).   We're looking forward to trying your bakes Bex!   #WelcomeToTheTeam #CultureConsultancy 

Remember having to do group projects at school? The worst bit wasn’t trying to work out who did which bit, or needing to spend time on it at home, or even presenting it in front of the class. It was having to do it with a random bunch of other classmates you wouldn’t really normally want to spend time with, right? A little while ago, the Culture Consultancy team worked with a large food group that had acquired several owner-managed businesses. After the acquisition, all of those individual owners were put on a joint leadership team. They had to adjust from a life of running their own businesses their way, to collaborating and making joint decisions. And for that dynamic to be effective, the company had to be sure it didn’t feel like they were forcing everyone together on a school project. That meant… 🚀 Making sure everyone was prepared to learn about parts of the group and its products that hadn’t been their domain before. 🚀 Putting leadership development in place so that everyone was on the same level and no one was pulling more weight than they should. 🚀 Creating a common strategic vision that would resonate with all of the previously independent business owners. Because at the end of the day, culture is all about helping people work together because they want to, not because they’re forced to.

An award-winning global financial services group with a consistent set of internal values. A recently acquired team in Cardiff whose culture wasn’t meshing right with the group’s. That was the challenge we were looking at when we worked with Pepper Money. They’d just completed an M&A process, but were finding that the global group’s values just weren’t resonating with the way the new team on the ground was used to working. They knew they needed to make some tweaks to how they applied their values, but they couldn’t let one team be totally separate from the rest of the group. Together with both teams, we: ✍️ Assessed the real gap between the two cultures ✍️ Created a set of principles that resonated with both cultures ✍️ Embedded those values with team-based workshops With their new culture in place, Pepper Money has not only managed to successfully integrate the new team into the group – they’ve also seen employee satisfaction scores rise and teams embrace new ways of working. Read more about how we helped Pepper Money in our case study below 👇 https://lnkd.in/exAwN2W6