Agility – the Key to Culture Change

Workforce agility is a multiplier to delivering sustainable performance. It is the ability to pivot quickly with an open, flexible and bold  mindset for rapid response and to adapt to quickly changing markets. 

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The Change Maker Profile™

Measure first

Research from McKinsey shows that 70% of all organisation-wide transformations and change initiatives fail. Put another way, the odds are stack against business transformation. Ensuring that individuals understand the specific role the they play in creating successful transformations can help to overcome these odds.

The Change Maker Profile™ is a proven method of driving transformational change. It leverages its framework of impact and contribution to support leaders and, teams and organisations, throughout the transformational change process.

It is often used by organisations and individuals alongside other change management tools to give them the foundation to kick-start their change journey. The profile allows people to understand how they can play to their natural strengths and maximise their contribution to change as an individual and as part of a team. The Change Maker Profile enables you and your team members to identify where and when you can be most potent.

Each individual plays a significant and unique role throughout the process of change – a gap in the team make-up can result in poor delivery, a cohesive team can result in strong and sustainable change.

Great features of the Change Maker Profile Assessment
  • Boost collegial cooperation
  • Increases self-understanding
  • Supports personal development
  • Drives successful change
  • Highlights unconscious bias
  • Actionable Results & Measurable outcomes

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14 Culture Change Levers

Our experience has led us to identify 14 culture levers essential to an employee’s experience of organisational change. When companies get these right we tend to see a significant shift in the overall health of an organisation. 

  • List Item #1
  • List Item #2
  • List Item #3
  • Boost collegial cooperation
  • Increases self-understanding
  • Supports personal development
  • Drives successful change
  • Highlights unconscious bias
  • Actionable Results & Measurable outcomes

CHaNGE CAPSULES

Effecting Culture Change

Our Culture Change Capsules are a catalyst in action, where we apply change levers to help your organisation create inside-out growth strategies, forging organisational process and structures that continuously innovate new ways of working, drive improvements in services and people experiences, and advance cultures that magnetise, excite, drive better behaviours and deliver high performance.

So what results do you want your organisation to achieve? Through our Culture Change Capsule, we work with you to change mindsets, processes, standards, decisions, and behaviours to open you up to greater organisational success.

Culture Change Capsules

  • Design an effective culture

Design a culture to attract and retain a more diverse workforce 

  • Reveal Culture dynamics

Uncover power dynamics and enablers of your current culture to help turn around an under-performing team or division 

  • Improve Leadership

Improve your communication, management & leadership skills internally and externally

  • HR Policy Review

Policy Reviews to see if there are any gaps that can be closed to make them more inclusive

  • Process Audits

Culture Change Framework

Through our Culture Change Capsule Framework, we work with you to change mindsets, processes, standards, decisions, and behaviours to open the organisation up to greater organisational success.

Automate where possible

Automation is critical for embedding Inclusive behaviour as it eliminates human bias e.g. in terms of how work is allocated and recruitment

Diversify human judgement

Ensuring diversity / second opinion where human judgment is applied. Take into account organisation & employee’s responsiveness vs speed of and for change

Include Objective data

Ensuring diversity / second opinion where human judgment is applied. Take into account organisation & employee’s responsiveness vs speed of and for change

Assign responsiblity

Cross-allocation of work, e.g. wherever possible, giving employees opportunities to do projects with different managers

Critical KPIs

Measurements, KPIs (what data is collected, what is shared, what is in incentives).