Our Approach:

Stage 1:
Current State Analysis – April/May 2003

In order to understand the existing culture and identify the business objectives we conducted in-depth 1-1 interviews with the Executive Team members.

Stage 2:
Engaging & Developing the Leadership Team – August 2003 (offsite workshop) and ongoing thereafter.

Successful culture change initiatives must start at the top, for a successful outcome 100% of the Executive Team must be committed to the belief that change is successful and urgent.

An intensive off-site residential programme was held in August 2003 for the Executive Team.  During this we worked with the team to set out the vision and values that would create the optimum culture.  It focussed on individual commitment to change and to the new business objectives.

We identified leadership behaviours and skills that were required in order to achieve the increased accountability and trust that would be needed to achieve the vision and goals. We also had 1-1 sessions with some team members to set out personal goals and objectives for on-going Executive Coaching.

Stages 3 & 4:
Develop an Effective Communication Plan and Energise the Workforce - Spring/Summer 2004

We worked with the Executive team to develop an internal communications plan to engage the rest of the workforce. This was done at business unit level as well as company-wide communications from the CEO. We designed and delivered a company-wide programme to communicate the new values and behaviours, clarify the new ‘open mindset’ and bring high levels of energy to the workplace.  We focussed on relationship development and team-development across the company.

Stage 5:
Ensure Alignment of Work Processes - 2003 - 2005

Once created, it was vital that the company’s systems, structures and work processes supported the new culture. Through on-going consultancy and quarterly one-day in- house Executive Team sessions we worked to support the team and the business to continue to embed the changes and develop them into a high performing team.

Stage 6:
Measure & Improve - See Results (below)

Methodology:

Experiential workshops, facilitated sessions and carefully crafted problem-solving simulations. Throughout the programmes we presented practical models and frameworks that provided robust theories for the key elements we were focussing on.  Our methodology involves providing participants with experiences which act as metaphors for the workplace.  These give participants the opportunity to become more aware of how behaviour impacts the results they get, both personally and as a team and act as a catalyst for change. 

Outdoor activities were used to provide a safe environment to give the team the opportunity to experience the values and behaviours that underpin a high performing team.  The sessions were designed to begin to break down barriers between the participants and to create a culture of mutual accountability, support, trust and open communication.

Executive Coaching – Each member of the Executive Team had access to one-to-one coaching during the entire project, July 2003 – December 2005.