In a Meeting

"Culture eats strategy for breakfast."

Peter Drucker

An organization's most significant and compelling indicator of long-term success is its culture. 

Whether your organization's culture is healthy or unhealthy, strong or weak, it's palpable. 

Customers and stakeholders feel it, competitors sense it, and employees feed off it. 

Healthy culture creates successful organizations. Employees are evangelical and engaged in the work they do and the organization they work for. Customers and stakeholders know what the organization stands for, how they're going to be treated, and what they can expect. In commercial environments, competitors are stumped by a strong, healthy culture because, unlike products, pricing, and other well-known strategies, they can't replicate or reproduce it. 

Science shows that a strong, healthy culture translates directly into engaged and committed employees, creativity, innovation and efficiency, loyal customers and stakeholders, and top and bottom-line results. 

But despite well-documented proof that culture is vital for sustainable success, many leaders still leave culture to chance. 

And that can be catastrophic.

Whether you pay attention to it or not, culture develops. Whilst nature will always play a role in culture development, intentional action will steer it in the most productive and beneficial direction. 

So how, exactly, can culture drive sustainable performance?

By consciously developing these critical elements:

- Engaged workforce

- Evangelical workforce

- Committed workforce

- Exceptional behaviour and creativity

The ideal time to establish your organizations' culture is, clearly, at the outset: But few have that luxury. The majority of senior leaders and executives enter organizations with established cultures. Is it ever too late to work on your organization's culture? Absolutely not: It's always the right time. 

The effects of intentional culture management are visible and palpable. 

As a Certified Organizational Culture Consultant working with the Competing Values Framework (CVF) and Organizational Culture Assessment Instrument (OCAI),  I work with public and private sector organizations to establish and develop a culture that creates evangelical employees, loyal customers and stakeholders, and ultimately supports extraordinary performance and outcomes. 

To learn how we can support your team or organization through culture change or development, please contact us