Culture Audit

Building Culture Strategies

In today's fast-paced world, building a thriving workplace culture isn't just a nice-to-have; it's a MUST for staying ahead of the game. That's where Culture Strategists come in!

Attraction & Retention: Want to attract top talent? Keep your A-players happy? A vibrant culture is your golden ticket! Culture strategists craft environments where people not only want to work but LOVE to work.

Innovation Hub: Innovation thrives in cultures where diverse ideas are celebrated. A culture strategist can foster an environment where creativity flourishes, leading to groundbreaking ideas and solutions.

Brand Amplification: Your culture is your brand's best advocate! A strong culture resonates with customers, partners, and stakeholders, creating brand ambassadors at every level of your organization.

Resilience & Adaptability: In today's ever-changing landscape, businesses need to be agile. A culture strategist helps build resilience, ensuring your team can weather any storm and emerge stronger than ever.

Boosted Productivity: Happy employees = productive employees. Culture strategists understand how to cultivate a sense of purpose and belonging, fueling motivation and driving results.

Service Components

  • MOST POPULAR SERVICE

    Audit Stage- Our most popular stand alone service

    An audit can be completed as aistand alone serivce or as a part of the larger service.

    Assessment: Conduct a comprehensive audit of the current organizational culture, including values, norms, behaviors, and communication patterns.

    Data Collection: Gather feedback through surveys, interviews, focus groups, and observations to gain insights into employees' perceptions and experiences.

    Analysis: Analyze the collected data to identify strengths, weaknesses, opportunities, and threats related to the existing culture.

  • Coaching Stage

    Leadership Development: Provide coaching and training sessions for organizational leaders to help them understand the importance of culture and their role in shaping it.

    Communication Skills: Offer coaching on effective communication strategies to ensure leaders can articulate the desired culture and engage employees in the process.

    Change Management: Support leaders in developing change management plans to address cultural challenges and facilitate smooth transitions.

  • Technical Assistance Stage

    Policy Review: Review existing policies and procedures to ensure they align with the desired culture and provide technical assistance in updating or creating new ones.

    Performance Management: Develop performance management systems that reinforce the desired culture by aligning goals, rewards, and recognition with cultural values.

    Leader & Employee Training: Offer technical assistance in designing and delivering training programs that promote organizational culture implementation.

  • Co-Creation Stage

    Vision and Values: Facilitate workshops and brainstorming sessions with employees at all levels to co-create a shared vision and core values that reflect the desired culture.

    Engagement Systems: Establish systems for ongoing employee engagement and feedback, such as employee resource groups, suggestion boxes, or digital forums.

    Culture Structures: Form cross-functional culture structures, practices, and policies to drive initiatives, monitor progress, and champion cultural change throughout the organization.

Our Theories of Practice

  • Practice of Innovation

    We will work with teams through the three larger stages of innovation:

    • Understand the problem or the need

    • Generate ideas and solutions

    • Implementation of ideas

    In order to be successful and see sustained culture change this process will need to be lead collaboratively by both leadership and staff.

  • A Practice of Care Framework

    This framework intersects trauma-informed care, Anti-Racist practices, and social emotional development theories. A workplace environment that is built from a practice of care will give individuals the tools needed to process trauma, in a culturally and racially aware and centered manner, while also developing strategies to address and respond to emotions and needs.

    Each workplaces finds itself in its own unique socio-political and racial context, it’s culture needs to be responsive and reflective of this reality.

  • Eight Dimensions of Wellness

    Both a persons individual, and our collective wellness is comprised of eight mutually co-dependent dimensions: emotional, physical, occupational, social, spiritual, intellectual, environmental, and financial. If any one of these dimensions is neglected over time, it will adversely affect the health, well-being, and quality of life.

    The quality of life for one individual is directly impacted by the quality of those around them. Workplace cultures built through an intersectional wellness framework, are key to supporting well-being of all employees.