As some of you know who may have seen my Linkedin post last week, I carried out a ‘How to deliver a high-performing culture that lasts’ breakfast session earlier this week which was a sell-out (thank you Waddington Brown for facilitating this).
It’s a subject I’m passionate about as it’s so important to cultivate a healthy company culture, so that business and people can flourish in the workplace and productivity and profitability prevail.
I talked about the why, what and how. My phase one tackles setting solid foundations for collective, cohesive action which includes having a bench-mark to measure success. Phase two, which is of equal importance looks at five steps around aligning, embedding, measuring, resetting and re-engaging.
The culture session was a great success and I’ve had some fantastic feedback:
“Joss is very experienced and delivered in a very friendly way.”
“A well thought through presentation, with good introduction of concepts and practical application.
“A great start to improving positive change.”
“Very informative, lots of tools to take away and use.”
“Very thought provoking and will be taking it back.”
“Excellent event, thought provoking with lots to take away.”
We also asked the audience what the key challenges they found when considering company culture. There were a number as you can imagine and I'm sure some a lot of you recognise, including:
"Keeping momentum going."
"Continuous improvement."
"Embedding values and behaviours."
"Measurement."
"Commitment when a company is in survival mode."
"Dealing with rotten apples."
"Friction of culture v political/social barriers."
I’m starting to talk to a number of companies about my Culture Capitaliser model, the two phase approach and how to tackle the key challenges they have. It’s great to see that businesses are starting to realise the need for work in this space to enhance productivity and ultimately the bottom line.
If your business is interested in getting a clear, unbiased view of the cultural health of your business and potentially want to look at how to approach a culture change that lasts, do get in touch, I’d love to chat more.