The work of lining up what your organization says it values with what it actually does, decides and rewards.
Leaders who sense a gap between the culture they describe and the one their associates live, and want it closed without a slogan campaign.
A few clear behaviors spread through the company, backed by systems and rewards that make them the easy choice.
“Our values are on the wall, and nobody talks about them.”
“We say we collaborate, but we reward people for going it alone.”
“Bad news reaches me late, if it reaches me at all.”
“Good people leave, and the exit interviews don’t explain why.”
“Each department feels like a different company.”
“We ran an engagement survey, and nothing changed.”
People act on what they’re rewarded for, the friction in their way, the information they get and the decisions they’re allowed to make. Someone designed every one of those, even if no one meant to. That’s why a new values statement rarely changes much: the system underneath keeps teaching the old lesson.
Corporate Culture Alignment closes the gap between what your organization says and what it does. We find where values, behaviors and systems disagree, choose the few behaviors that would matter most, and rebuild the incentives, rituals and routines that make those behaviors normal.
A closer look
How culture really works here, from interviews, focus groups, observation and survey data, with your strengths named alongside your gaps.
A step-by-step map of where the experience associates live differs from the one you intended, and how it feels at each step.
The short list of behaviors that would change the most if everyone practiced them, each linked to a business result.
One sentence built around your customer, with the decision-test results from your managers.
The agreed picture of where you’re going, signed off by your sponsor as the mandate for what follows.
Who does what next, in what order, and how we’ll know it’s working.
See where culture says one thing and the system rewards another.
Help leaders model the behaviors they’re asking for.
Tell the story inside the company so associates can see themselves in it.