The Culture Transformation Process
Phase 1: Diagnose (Weeks 1-4)
Phase 1: Diagnose (Weeks 1-4)
Phase 1: Diagnose (Weeks 1-4)
Understand what's really happening in your organisation
What We Do:
- Comprehensive culture audit using surveys, interviews, and data analysis
- Leadership team assessment and stakeholder interviews
- Communication flow mapping (where information breaks down)
- Review of existing policies, practices, and systems
- Analysis of turnover data, engagement scores, and performance metrics
- Identification of cultural strengths and gaps
Deliverables:
- Detailed culture audit report
- Key findings presentation to leadership team
- Priority areas for transformation
- Quick wins for immediate implementation
Phase 2: Design (Weeks 5-8)
Phase 1: Diagnose (Weeks 1-4)
Phase 1: Diagnose (Weeks 1-4)
Create your customised culture transformation roadmap
What We Do:
- Co-create your desired culture with leadership team
- Define core values and behaviours (what they actually mean in practice)
- Design leadership development strategy
- Build communication improvement plan
- Create accountability systems
- Develop change management approach
Deliverables:
- Culture transformation roadmap (12-18 months)
- Leadership development plan
- Communication strategy
- Implementation timeline with milestones
- Success metrics and KPIs
Phase 3: Implement (Months 3-9)
Phase 3: Implement (Months 3-9)
Phase 3: Implement (Months 3-9)
Execute the transformation with hands-on support
What We Do:
- Leadership team workshops (monthly)
- Manager training on new cultural practices
- Communication skills development
- Conflict resolution and difficult conversations training
- Team-building interventions where needed
- Regular progress check-ins and adjustments
- Coaching for key leaders
- Support for embedding new behaviours and systems
Deliverables:
- Monthly progress reports
- Quarterly stakeholder presentations
- Ongoing coaching and support
- Toolkit of resources for managers
- Celebration of wins and course corrections
Phase 4: Sustain (Months 10-12)
Phase 3: Implement (Months 3-9)
Phase 3: Implement (Months 3-9)
Embed the changes and build long-term capability
What We Do:
- Train internal champions to sustain the work
- Create ongoing accountability systems
- Establish culture measurement practices
- Build leadership capability for continuous improvement
- Develop succession planning aligned with culture
- Final assessment and recommendations
Deliverables:
- Final culture assessment report
- Sustainability plan
- Internal champion training
- 12-month forward roadmap
- Ongoing support options
Case Studies
Tech Startup: From 45% Turnover to 12% in 18 Months
The Challenge: Rapidly growing tech company with toxic culture, high turnover, and burnt-out leadership team.
Our Approach:
- Culture audit revealed communication breakdowns and unclear expectations
- Rebuilt leadership team alignment and communication practices
- Trained managers in feedback and performance management
- Created career pathways and recognition systems
Results:
- Turnover dropped from 45% to 12% within 18 months
- Engagement scores increased 28 points
- Leadership team cohesion significantly improved
- Company achieved growth targets with stable team
Case Studies
Financial Services: Building Inclusive Culture
The Challenge: Organisation wanted to improve diversity but struggled with retention of ethnic minority talent.
Our Approach:
- Identified systemic barriers through interviews and data analysis
- Inclusive leadership development for senior team
- Rebuilt promotion and recognition practices
- Created employee resource groups with real influence
- Trained managers in culturally-aware leadership
Results:
- Retention of ethnic minority talent improved by 34%
- Diverse representation in leadership increased
- Engagement scores for underrepresented groups rose 22 points
- Company recognised as employer of choice for diverse talent
Case Studies
Higher Education: Transforming Senior Team Dynamics
The Challenge: Organisation wanted to improve diversity but struggled with retention of ethnic minority talent.
Our Approach:
- Identified systemic barriers through interviews and data analysis
- Inclusive leadership development for senior team
- Rebuilt promotion and recognition practices
- Created employee resource groups with real influence
- Trained managers in culturally-aware leadership
Results:
- Retention of ethnic minority talent improved by 34%
- Diverse representation in leadership increased
- Engagement scores for underrepresented groups rose 22 points
- Company recognised as employer of choice for diverse talent
