An organisations culture is their brand. We define culture as "the way you do things around here" This is much more than just a definition of values, but indeed one of turning values into virtues, a PLATFORM for PERFORMANCE. How all stakeholders (internally and externally) describe an organisation, forms the basis of a culture Having a positive can do team culture which resonates with the Brand, Actions, Behaviours and decision making of staff is not a discretionary nice to have, but indeed the glue which holds any organisation together.
Our approach is to demystify culture and make the invisible. visible and apparent to all. Research clearly shows that every 7-10 years an organisation will need to re-affirm or renew their culture to ensure it is relevant, contemporary, authentic and in line with the organisations strategic direction and brand essence.
Any engagement process on average requires an 18 month - 3 year commitment, upon which Reaching Your Pinnacle's trained facilitators will help guide, mentor, coach and facilitate a cultural change process that is owned and embraced by the staff.
There are many culture change processes, frameworks and methodologies, the key being to use one which reflects the maturity, capacity and style of the organisation and its key stakeholders and leadership team. These frameworks are based on academic research and theory and readily verified as being effective in the workplace.
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Typical culture development and renewal projects include:
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a)
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Recently merged / acquired businesses , where merging the business in actual fact was the easy bit, creating a single engaged and united culture is another matter. Reaching Your Pinnacle has been involved with many successful culture uniting cultures.
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b)
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Silo Busting . Perhaps one of the most common requests where we are asked to held a culture to move beyond a series of independent work units, to a strong networked interdependent group of connected work teams
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Culture Turnarounds . How do you help dust off and pick up teams which have gone through a traumatic or non performing period? One of our specialties, where a team is working through a particular poor or challenging business cycle, our role is to design, accelerate and facilitate a cultural turn around process, to one of being highly engaged, competitive and a winning belief back into the team.
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High Performance Teams : High performance seems to be the current buzz word or intention at the moment. To be frank, it is often aspired to, but rarely if ever achieved. This is a common request at the moment, taking common aspirations for high performance, and turning them into a sustained, clearly defined and mile-stoned process. It is not an easy task and not everyone is ready for the entire journey, our role is to get teams started and focused down an agreed path
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One Team Culture . A brands reputation is often its culture. In this day and age you cannot tolerate pockets of excellence and pockets of poor in the delivery of superior service, quality and results in an ever more discerning market place. You cannot pretend to be good or try and spin a positive team culture when it is not believed or authentic. Having a united team which has one message and many voices in a highly competitive market place can truly help deliver a sustainable competitive advantage, over time.
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Act & Behave as The Market Leaders : Too often this aspiration is spoken about without fully understanding what is required to take the next logical step and indeed, widen the gap with competitors. This process looks exclusively at the behaviours, symbols and systems used by market leaders and how they could be applied to other organisations in their own unique manner.
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