Big Box Coaching

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Culture Coaching & Transformation

An organization's culture can be a tricky thing. It is hard to measure and equally as hard to change. In the past, culture comprised primarily of cooler and lunch room talk. As email and instant messaging become commonplace within business culture's influence grew significantly. Today millennials are fueling a new phase of culture, one that extends beyond the boundaries of traditional business walls. With sites like Glassdoor, Kununu and more job searching engines supporting employee ratings of companies, culture is taking a very public face.

Now business leaders have to worry about a negative culture impacting the ability to attract top talent. During periods of a strong economy, it is even hard to attract any talent at all. Culture represents the companies' reputation now and something that could stifle or empower future success. Identifying what is contributing to an organization's culture can be very tricky. It doesn't matter if culture is positive or negative, without a firm understanding of what its' driving forces are the organization is at risk of dramatic uncontrolled shifts. Our experts can help bring clarity to your current culture, its driving forces and how to create a sustainable positive culture.

  • Defining culture is the necessary first step in our process. Through casual observation, interviews, and examination of the organizational structure, we can begin to define what your culture looks like. The organizational structure usually takes on many facets. Teams, Departments, and Business Units all contain their own culture and specificities. To that matter, we focus on the areas of importance to best define the overall culture of the organization. This approach allows us to collect the information required for the next steps while being efficient with time.

    The typical timeline for phase one is 30 days
  • Within any cultural structure, there are influential and driving forces. These elements are crucial to the development of culture within the organization. If those forces are altered such as re-organization, separation or changes in attitude it could cause significant problems for the business. By identifying the forces, culture can be linked to them allowing for positive change or continuation of a positive culture. These forces can take the shape of individuals, teams, groups, departments and even business units. Through our previous effort of identifying culture, we can also identify and quantify those forces and their impact on culture.

    The typical timeline for phase two is 30 days
  • It is critical that an organization develops a plan to sustain the right culture well into the future. By doing so culture can be reinforced through proper hiring techniques, employee training, and organizational development. That reduces the amount of cultural variation and instability. In turn, it provides greater employee happiness as the alignment of personality and visions is greater. We have all been part of an organization where people just don't fit into very well. It is not a fault of the organization nor of the individual. Ultimately it was a failure for everyone to define and understand the culture of the organization. The sooner that culture is defined and a plan of sustainability put into action, the sooner that cultural value will be achieved. That is akin to having everyone in the boat rowing the same way in sync with each other. The organization can then go anywhere with speed and purpose.

    The typical timeline for phase one is 90 days