|Organisational Culture, Change|
An interaction and experience with your brand or business reflects its culture. Is customer service in your business the type of experience that engages and brings customers back, or is it driving them away? What makes everyone in your office work in the same manner? Do you want your people more accountable, engaged and working in best interests of your business?
Organisational culture has such profound impact upon the bottom line. High turnover? People taking too much sick leave, low productivity or dipping employee engagement? Safety issues, too much waste perhaps? Staff not really caring about what they’re doing or poor morale?
Organisations cannot leave developing culture to chance – takes commitment, coupled with a methodical, rigorous approach (and time) this is not an overnight journey. Wrays culture and leadership development specialists implement integrated programs that address effectiveness, staff engagement and leadership skills and behaviours that matter most.
THE JOURNEY TO IMPROVING CULTURE
Good culture involves a productive organisational climate, constructive communication and collaborate behaviours that reinforce positive meaning and quality relationships. Journey begins with us gaining deep insight and understanding of your business, its challenges and the direction in which you want to take it.
We research both your brand and culture (in unison) completing an evaluation to understand all of the drivers and nuances of the current state.
Continuing to partner your organisation to develop an integrated, aligned cultural strategy / culture plan including advice on systems, processes that are hindering a desired culture. Providing leaders with the knowledge, skills, support and messaging tools they need to derive results and have your culture heading in the right direction.
Culture journey should be involve a detailed, proven approach including:
1. Understanding abd challenging the strategic imperative;
2. Engaging senior teams, gaining buy-in;
3. Defining the existing culture, assessment of the organisation's effectiveness;
4. Identifying company priorities, gaps and those potential barriers to implementation;
5. Developing comprehensive Culture Plan and responsibilities;
6. Implementation (developmental activities identified, implemented across all levels of the business) includes building leadership capability, fine-tuning dimensions of team effectiveness - goals/roles/interpersonal relationships/procedures; aligning systems to the business strategy and bridging the "knowing / doing" gap; cascaded throughout the company.
7. Benchmark - measure the ongoing progress / success.
Using theory and experiential learning mix, we put team performance and accountability firmly in the spotlight. By inspiring and engaging key stakeholders it makes them more driven, autonomous and deepens their skill to improve interactions, and the management of others.