In a Meeting

"Culture eats strategy for breakfast."

Peter Drucker

If you want consistent, long-term results, create a culture to deliver them. 

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

Customers and stakeholders feel it, competitors sense it, investors buy into it (or not) and employees feed off it. 

Healthy, positive culture creates successful organizations. Employees are evangelical and engaged in the work they do and the organization they work for. As a result, talent retention and attraction are radically improved. Customers and stakeholders know what the organization stands for, how they're going to be treated, and what they can expect: They trust it. 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. Investors buy positivity and the public vote for it. 

Positive culture has been shown to promote clear ethical standards, good behaviour at the top, investment in people, and high levels of accountability. 

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. 

Interestingly, despite well-documented proof that culture is vital for sustainable success, many leaders still leave it 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 cultural 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, evangelical, committed workforce

- High levels of talent retention and attraction

- Exceptional behaviour from the top

- Trust from customers, clients, stakeholders, and investors

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, I dive deep into your organization and use a combination of quantitative and qualitative methods to quickly and accurately assess your organization's culture. Then I give you the roadmap to transform your culture into something extraordinary. 

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