Culture Transformations
Average Engagement Increase
Typical Culture Transformation
Culture Sustainability Rate
Culture eats strategy for breakfast—but only if you intentionally shape it
Every organization has a culture—whether you've designed it intentionally or let it evolve by default. Culture is the invisible force that drives (or undermines) everything: strategy execution, innovation, employee engagement, customer experience, and business results.
The question isn't whether you have a culture. The question is: Is your culture aligned with where you're trying to go?
Revenue growth in companies with strong cultures
Higher employee engagement
Lower turnover rates
Higher customer satisfaction
Source: Deloitte, Harvard Business Review, Gallup
You announce new strategies, but behavior doesn't change. The culture pulls people back to old ways of working.
Your best people are leaving for competitors, citing "culture fit" or "better environment" as reasons.
Departments don't collaborate. Politics and turf wars slow everything down. "We vs. They" mentality dominates.
People don't speak up with ideas. Risk aversion dominates. "That's not how we do things here" is the common response.
Engagement scores are declining. People are going through the motions but not bringing discretionary effort.
Your stated values are on the wall, but nobody lives them. There's a gap between what you say and what you do.
Culture change is hard—but the cost of not changing is harder.
A systematic, evidence-based approach to lasting culture transformation
Culture change isn't about posters, slogans, or one-time events. It's about systematically shifting beliefs, behaviors, and systems over time. Our approach is grounded in organizational psychology, change management research, and decades of practical experience.
All five must be addressed for culture change to stick
What We Do:
Assess current culture (what exists today)
Define desired culture (what success looks like)
Clarify values and behaviors (specific, observable actions)
Connect culture to strategy (why this culture matters for business success)
Create shared language (what we mean by each value/behavior)
Key Question: Can everyone in the organization describe the culture you're building in concrete, behavioral terms?
What We Do:
Leadership alignment on culture priorities
Executive coaching to embody new behaviors
360° feedback on culture modeling
Leadership team culture commitment
Visible, consistent modeling of desired culture
Key Question: Are leaders walking the talk? Culture change fails when leaders say one thing and do another.
What We Do:
Redesign performance management to reflect culture
Update hiring and onboarding for culture fit
Align rewards and recognition with desired behaviors
Embed culture in promotion and succession criteria
Change policies that contradict desired culture
Key Question: Do your systems reward the culture you want or the culture you have? Systems drive behavior more than words.
What We Do:
Train managers to coach and model culture
Develop culture champions throughout organization
Build skills for new behaviors (collaboration, innovation, feedback)
Create communities of practice
Provide tools and resources for culture building
Key Question: Do people have the skills and support to live the culture? Good intentions aren't enough without capability.
What We Do:
Continuous measurement and feedback
Celebrate culture wins publicly
Address culture violations swiftly
Embed culture in regular rituals and communications
Course-correct based on data
Key Question: Are you reinforcing the new culture consistently? What gets celebrated and tolerated becomes your real culture.
Our phased approach to sustainable culture change
Understand your current culture deeply—what exists, what's working, what's not, and what's driving behavior.
Employee culture survey (quantitative)
Focus groups and interviews (qualitative)
Leadership team culture assessment
Systems audit (HR processes, policies)
Culture observation sessions
Data analysis (engagement, turnover, etc.)
Cultural artifacts review
Competitive culture benchmarking
Define the target culture in specific, behavioral terms and create leadership alignment.
Leadership team culture workshops (2-3 days)
Values clarification and behavior definition
Culture narrative development
Communication strategy creation
Systems redesign planning
Success metrics definition
Culture champion identification
Change management planning
Launch culture change initiatives, build capability, and create early momentum.
Culture launch event (all-hands)
Leadership coaching on culture modeling
Manager training (culture coaching)
Culture champion network activation
Systems changes implementation
Team culture workshops
Recognition programs launch
Culture storytelling campaign
Quick wins identification and celebration
Monthly pulse measurement
Make the new culture "the way we do things here" through consistent reinforcement.
Continuous leadership coaching
Culture accountability mechanisms
Onboarding redesign for culture
Hiring process updates
Performance reviews aligned to culture
Culture violation responses
Continuous storytelling and celebration
Quarterly culture surveys
Continuously evolve culture to stay relevant while maintaining core identity.
Annual culture assessment
Culture refinement based on feedback
New leader culture onboarding
Culture ambassador program
Continuous improvement mindset
Understanding where you are is the first step to where you want to go
We use multiple lenses to build a complete picture of your culture:
Culture Survey: 50-60 questions measuring current vs. desired culture across dimensions
Engagement Data: Analysis of engagement, turnover, performance data
Cultural Dimensions: Assessment against research-based culture frameworks
Benchmark Comparison: How you compare to industry/peer organizations
Focus Groups: 8-12 groups across levels and functions
Leadership Interviews: Deep conversations with senior leaders
Cultural Stories: Collect stories that reveal real culture
New Hire Perspectives: Fresh eyes on culture reality
Meeting Observations: How do people actually interact?
Decision-Making Observation: How are decisions really made?
Physical Space: What does the environment communicate?
Artifacts Review: Communications, policies, rituals
HR Systems Audit: What behaviors do systems reward?
Policy Review: Do policies support desired culture?
Recognition Analysis: Who gets promoted and why?
Hiring Process: Are you hiring for culture fit?
Duration: 6-8 weeks for comprehensive assessment
Investment: $25,000 - $75,000 depending on organization size and complexity
Deliverable: 80-100 page culture diagnostic report with roadmap and recommendations
Types of culture change we help organizations navigate
From: Risk-averse, process-heavy, "that's not how we do it"
To: Experimental, creative, "let's try it and learn"
From: Complacent, low accountability, "good enough"
To: High-performing, results-driven, "excellence is standard"
From: Siloed, territorial, political
To: Collaborative, cross-functional, "one team"
From: Product-focused, internal-facing
To: Customer-obsessed, outside-in thinking
From: Slow, hierarchical, committee-driven
To: Fast, adaptive, empowered decision-making
From: Transactional, "cog in machine"
To: Human-centered, "people are our advantage"
Company: 1,200-employee industrial manufacturing firm | Duration: 24-month culture transformation
A 40-year-old manufacturing company with a deeply entrenched command-and-control culture. Leaders made all decisions, frontline workers followed orders, and speaking up was discouraged. This culture worked for decades but was now killing innovation, engagement, and competitiveness.
Shift to a coaching culture where leaders develop people, teams solve problems, psychological safety enables innovation, and continuous improvement is everyone's job.
| Metric | Before | After (24 mo) | Change |
|---|---|---|---|
| Employee Engagement | 45% | 78% | ↑ 73% |
| Safety Incidents | Baseline | ↓ 55% | Major ↓ |
| Improvement Ideas | ~0/month | 120/month | ∞ |
| Production Efficiency | Baseline | ↑ 28% | ↑ 28% |
| Customer Satisfaction | 72 | 88 | ↑ 22% |
| Voluntary Turnover | 18% | 9% | ↓ 50% |
"This wasn't easy. Changing a 40-year-old culture required courage from leaders, patience, and persistence. But the results speak for themselves. Our people are engaged, our safety is world-class, our productivity has never been higher, and we're competing like never before. Culture was our biggest liability—now it's our biggest asset." - CEO
Typical engagement models and pricing
Duration: 6-8 weeks
Based on org size
Duration: 18-24 months
Based on org size & scope
Duration: 9-12 months
Based on org size & scope
Culture transformation investment varies based on:
ROI: Most clients see 4-7x ROI within 24 months through improved retention, productivity, innovation, and customer satisfaction.