How Agile Is Your Culture?
Gain actionable insights into which specific culture-focused habits and activities will visibly improve business results within 12 months.
Cultural Agility Begins with Assessment
- How effectively does your organizational culture drive performance metrics such as profit, sales/market growth, employee engagement, and innovation?
- What does senior leadership want to change, to support an organizational culture change?
- Which culture habits support your strategic objectives and which habits hinder them?
Ready to get started?
Answer these essential cultural questions to align people, purpose, and process in your organization.
According to a Booz-Allen Study of 2,200 Participants
- 84 percent of respondents and 86 percent of C-Suite respondents believe that their organization’s culture is critical to business success.
- 96 percent said some form of culture change is needed within their organization.
- 51 percent believe their organization is in need of a major culture overhaul.
- 48 percent do not think they have the capabilities required to deliver lasting change.
Assessment Is Today’s Means of Modifying Tomorrow’s Actions
Is Your Organization Ready for Rapid Change?
Savvy leaders know a modern workplace today must be collaborative, nimble, and responsive to change while cultivating a reasonable amount of risk needed to innovate. Culture is the most important controllable way to achieve this and cultural change is a must for any organization to thrive in the coming decade.
Yet, despite billions of dollars being spent on meetings, tools, and training, most organizational transformation efforts and the culture changes that accompany them fail to take hold and sustain.
Why is this?
Most often it is due to the fact that the initial groundwork was not laid properly. Assessment is the groundwork and the foundation on which change is built. It is the starting point you need to fully understand the territory, clarify the expectations, create alignment among leaders and clearly define what success looks like.
Achieve Cultural Alignment
Many leaders are still unclear about what culture is and how to change it to foster high performance.
Think of the following analogy. Imagine that one day after putting new tires on your car you’re driving down the highway and take a quick 5 seconds to pull off your coat. Suddenly, your car veers on its own into the next lane. Even though you were heading straight down the road, without the steering wheel firmly in hand the car went off in its own direction.
This is exactly the process that happens in an organization during change. Leaders often declare that a change is going to take place, set the organization in motion towards it, and move their attention to something else. Meanwhile, people on the ground level and lower level management feel out of alignment.
This is when the organization veers off-course.
Just as tires require alignment after being changed, organizations require cultural alignment after initiating change. This is where assessment comes in.
Since 1998, we have worked with hundreds of leaders and companies across multiple industries, geographies and sizes to pinpoint the cultural pressure points slowing down or derailing their business goals, strategies, and organizational change plans.
Are You Experiencing Any Of The Following?
- Increasing attrition
- Exit interview data showing declining morale
- Leadership tension or conflicts among important players
- A merger, new technology adoption, or strategy shift
- Increasing resistance during change programs
- A new CEO who understands that culture is their biggest competitive advantage
Lead Change with Clarity
Culture assessment helps restore alignment, performance, and productivity by creating a conscious and essential conversation among leaders, managers, and employees, to re-align ways of working with the changes.
When done right, assessment builds trust, re-energizes people, and diminishes stress. It also makes employees feel that you care about more than just the bottom line, which is a significant theme among today’s younger generations.
Assessing Organizational Culture Addresses
- Untrained managers and supervisors who don’t understand the basics of motivating and engaging people (unfair, frustrating, demeaning)
- Over-use of policies and politics that restricts creativity in a mountain of meaningless activity and paperwork
- Lack of team focus
- Missing venues for employees to voice their ideas – “My ideas go to waste” or “They don’t care what I think”
- No exciting direction people can feel part of: “I don’t feel I’m contributing to something, it’s just a paycheck”
Is Your Culture A Source of Competitive Advantage?
Strong, adaptable culture results in ROI. John Kotter and James Heskett in Corporate Culture and Performance, linked adaptive cultures to 900% higher stock price and 756% rise in net income, compared to competitors over an 11 period.
Who Is Involved And How Many People Does It Take To Assess An Organization’s Culture?
One of the most common questions asked by clients undertaking culture assessment is who to survey. Should a company survey specific teams, everyone in the organization, or a few people from every department?
The answer to who to survey depends entirely on your goals. If you are leading a sweeping transformational change across an entire organization, it must begin at the top because as a result of not being on the ground and working in it everyday senior executives tend to have the least accurate view of culture. It is important to collect multiple data points at every level and function, especially on the front lines. Doing so makes the approach believable and credible to employees.
There are times when it is appropriate to survey just a team or department. However, I rarely suggest leaving out employees within a level or function (i.e. taking a partial sample). If you cannot afford the time or the resources to include all employees, you need to provide training and support for your mid-level managers to lead discussions about cultural change.
I recommend forming a small committee or team to design, execute, and guide the culture assessment and subsequent change process. Depending on size and scope, this team can be anywhere from 1 to 10 people.
What Business Decisions Will Assessment Inform?
- What culture do we want?
- How will that culture support our goals and performance?
- What behaviors define that culture?
- How will we measure progress?
- What will executives change or do to demonstrate they are serious about cultural changes?
- What leadership changes must be addressed?
- What support do we need? How will we ensure that support enables us to lead the cultural change journey as an organization?
- Who is the Executive Sponsor of the cultural change? The sponsor should not be HR and while the CEO must champion the culture, ideally an executive who is trusted and credible within the business will oversee the culture process. In our experience, it has been the COO, CFO, CMO, CTO, or CIO. You need a leader who is both passionate about cultural change, and who lives the core values.
Why Corporate Culture Pros?
In Our Cultural Assessment You Receive:
- Proven, objective advice on how to properly assess your culture properly.
- Clarity on the trouble spots in your organization’s health, including its leadership.
- Barriers/alignment issues that dilute growth and high performance.
- Actionable changes based on your performance goals and change journey.
- Recommendations for your unique cultural personality and business goals.
Our Assessment Tool provides a comprehensive, step-by-step process with activities and tools to define, shape and manage your organizational culture. It is an enabler of ongoing change, innovation, and growth. Whether you choose to do it yourself or engage our consulting services, you receive the benefit of over 2 decades of expertise in understanding and diagnosing company cultures.
Why Use Our Tool?
- You get a comprehensive, detailed, proven process on how to design and assess a company or team culture as well as understand how to interpret and communicate the results.
- Based on 20 years of experience working with Presidents and internal consultants to define, measure, and shape culture as a driver of high performance.
- Conversation-focused approach (versus another survey that nobody sees except HR)
- Provides detailed, step-by-step “how-to” instructions, including executive team role and support
- Comes with a 30-question self-assessment PDF – you can use our questions (which provide sound culture feedback) or tailor them to your own needs.
Client Testimonial
“We needed a home-grown approach. We wanted to create an ongoing, effective conversation about our culture. We just needed to know HOW. We did not want a fancy technology approach. We wanted a simple human approach – an organized way to talk to our people more effectively. Thanks, Corporate Culture Pros, for a thorough and effective process!”
Get the Culture Assessment Toolkit (including expert coaching from Lisa Jackson)
Inside you’ll find two empirically-based cultural assessment surveys to assess your organizational culture on its ability to drive change and financial performance. These include scoring instructions, two sample culture questionnaires, as well as instructions for interpreting and sharing cultural assessment results, identifying performance-enhancing culture variables, creating a culture manifesto and measuring change.
Contents
- Culture Change Readiness Assessment
- 30 Question Organizational Culture Assessment
- Sample Focus Group Questionnaire
- Sample Interview Questionnaire
- Guide To Interpreting And Sharing Culture Assessment Results
- Blueprint For Pinpointing Performance Enhancing Culture Habits
- Instructions For Creating Your Culture Manifesto
- Standards For Measuring And Monitoring Change
Use Our Toolkit, Be More Agile…
Now more than ever, your capacity to embrace change and be resilient is crucial.
In today’s 52-pickup world – culture is NOT a feel-good perk – it’s about the collective habits that support agility and resilience on your team or in your organization.
Our Culture Assessment Toolkit differs from employee engagement and generic culture surveys in 3 crucially important ways:
#1 – Measures people’s collective perceptions of essential business performance habits – beyond whether INDIVIDUALS feel positive or negative about the workplace.
#2 – Pinpoints SPECIFIC business, team and communication practices that are outdated or rigid, hindering essential efforts to lead positive change and be more resilient.
#3 – Ensures culture habits are changed from rigid to resilient – which WILL translate to stronger employee engagement AND better teamwork, creativity, customer satisfaction.
What You Receive
Culture Assessment Toolkit is a step-by-step approach to a robust, do-it-yourself cultural intelligence plan. INCLUDING how to implement the feedback to ensure stronger engagement, confidence and performance in your culture. Lisa Jackson’s coaching (included) is grounded in over 20 years of performing hundreds of culture assessments – providing specific guidance to your culture team in HOW to construct and implement the results.
Culture Assessment Toolkit – 58 page PDF with detailed implementation instructions on the 6 steps for an effective do-it-yourself cultural assessment, PLUS a 30-question survey you can implement yourself.
Private Coaching – 2 hours of 1:1 (virtual) coaching with Lisa Jackson, principal and founder of Corporate Culture Pros. Ms. Jackson’s experience designing and implementing hundreds of cultural assessments, will ensure you achieve the best results from your assessment, including the right questions, great response rates, executive support and how quick wins based on the results . Invite your entire Culture Team to attend!
Price: Available for a limited time at $995