Culture Transformations
Average Engagement Increase
Typical Transformation Timeline
Average ROI
Culture eats strategy for breakfast—but only if you intentionally shape it
You have a culture whether you designed it or not. The question is: Is your culture aligned with where you're trying to go?
If your culture is misaligned with your strategy, you'll struggle. Great strategy without supportive culture fails. But when culture and strategy are aligned, extraordinary results follow.
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, priorities, and values—but behavior doesn't change. The culture pulls people back to old ways of working.
Your best people are leaving for competitors. Exit interviews cite "culture fit" or "better environment" as primary reasons.
Departments don't collaborate. Politics and turf wars slow everything down. "We vs. They" mentality dominates conversations.
People don't speak up with ideas. Risk aversion dominates. "That's not how we do things here" kills new thinking.
Engagement scores are declining. People go through the motions but don't bring discretionary effort or passion.
Your stated values are on the wall and website, but nobody lives them. Gap between what you say and what you do.
Culture change is hard—but the cost of not changing is harder.
The 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"
A systematic, evidence-based approach to lasting culture change
Culture change isn't about posters, slogans, or one-time events. It's about systematically shifting beliefs, behaviors, and systems over time. Our approach addresses all five elements required for culture change to stick.
All five must be addressed for culture change to stick
Assess current culture, define desired culture in specific behavioral terms, connect culture to strategy, and create shared language.
Key Question: Can everyone describe the culture you're building in concrete, observable behaviors?
Leadership alignment, executive coaching to embody new behaviors, visible modeling, and 360° feedback on culture demonstration.
Key Question: Are leaders walking the talk? Culture change fails when leaders say one thing and do another.
Redesign performance management, update hiring and onboarding, align rewards with desired behaviors, embed culture in promotion criteria.
Key Question: Do your systems reward the culture you want or the culture you have?
Train managers to coach and model culture, develop culture champions, build skills for new behaviors, create communities of practice.
Key Question: Do people have the skills and support to live the culture?
Continuous measurement and feedback, celebrate culture wins publicly, address violations swiftly, embed in rituals and communications.
Key Question: Are you reinforcing the new culture consistently? What gets celebrated becomes your real culture.
Our phased approach typically spans 18-24 months
6-8 weeks
4-6 weeks
6-12 months
6-12 months
Ongoing
Is your culture helping or hurting your business?
How many of these statements are true for your organization?
Company: 1,200-employee industrial manufacturing | Challenge: 40-year-old command-and-control culture | Duration: 24-month transformation
A deeply entrenched command-and-control culture where 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
Duration: 6-8 weeks
Based on org size
Duration: 18-24 months
Based on size & scope
Duration: 9-12 months
Based on size & scope