Organisational Culture

Understanding what drives behaviour in your business is a fundamental to ensuring a productive business environment which supports your organisational strategy and goals. Organisational culture is not only a product of the people you select and develop but also your business processes, performance management, leadership styles, and physical environment. 

Culture impacts everything from team functioning to operational effectiveness and customer experience, so when trying to understand yours it is integral to do more than conduct a survey and get given a colour or category that is likely to be completely meaningless.

CULTURE TRANSFORMATION

If your culture has become ineffective then it may be time for a transformation.

MERGERS AND ACQUISITIONS

Combine your two cultures into one in the right way to get off on the right foot.

START-UP
CULTURE

Support the rapid growth of your new organisation by setting up a productive culture.

CULTURE MANAGEMENT

If you are beginning to experience disruptions in your culture address them before they grow.

SUPPORT OR BLOCK

Understand what specific culture factors support or block your ability to achieve your organisational strategy and goals.

DISCREPANCY

Understand any differences which exist between the culture of different teams, departments, or groups within your organisation to appropriately target interventions.

Measuring Culture

The most important question to ask before undertaking any assessment is “why” – why do we want to better understand our culture? How will the results be applied to our organisational context? How will they inform our strategy and underpin our goals?

Measuring culture should be less about categorising your business or assigning you a colour; rather it should be a productive project which results in an alignment between organisational processes, its people and strategy. Our process involves more than an employee survey on their perceptions of culture, ensuring that you gain an in-depth understanding of the factors which are likely to impact your organisation.

Culture Change
Programs

1. DESIGN

Your culture is unique to your organisation and any program we design to alter it will be too. Through custom assessments we evaluate your business and the perceptions and needs of your key stakeholders to create programs that can achieve your desired culture. 

3. EMBED

For the desired culture to become an embedded part of the organisation effectively, communication is key. Leaders must set an example and take the steps necessary to ensure that their employees are on the same page as them. Messaging, communication, and behaviour must be consistent.

2. ALIGN

To be effective the culture program needs to be aligned to your organisational strategy, mission, vision, and values as well as your recruitment, development and succession planning processes, policies, procedures and systems.

4. BUILD

Once the culture is embedded in the organisation steps must be taken to continually reinforce it and protect it from environmental and other influences which could cause it to degrade. Similarly, constantly striving to improve the culture and maintain its alignment with strategy changes is paramount.

Culture Solutions

LEADER
TRAINING

Specialised training to empower leaders with the skills they need to drive strong culture and create buy-in from employees.

SHARED
PURPOSE

Plan the actions that will create a shared purpose for employees and ensure their commitment to the organisation and culture.

CULTURE WORKSHOPS

Bespoke workshops to support your culture change program and engage your leaders and employees in the process.

COMMUNICATION STRATEGY

Specific strategies to best communicate with your employees and other stakeholders about the culture change program.

CASCADING STRATEGY

Understand what you need to communicate, to who, and when to ensure that the most appropriate information is shared.

ONBOARDING STRATEGY

Engage your new starters through the onboarding process while instilling the organisational culture in them from day one. 
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