Organizational and Culture Development
Development, Culture, and Alignment
When an organization aligns on shared values and norms, everything clicks. Without this foundation, collaboration and communication suffer. Whether merging groups or aligning with new objectives, we provide the strategies, tools, and hands-on support to drive successful cultural transformation.
Our Organizational Development and Culture Transformation service empowers your organization with the insights needed to evolve and thrive. We work with you to assess your current culture, identify gaps, and create a clear, actionable roadmap tailored to your strategic goals and brand.
Here’s how we help:
Assess and Diagnose Culture: Through surveys, interviews, and focus groups, we uncover your organization’s strengths, challenges, and opportunities. We evaluate leadership alignment and team collaboration to ensure cultural shifts are smooth and effective.
Align Strategies and Systems: We partner with senior and operating teams to unify strategies and leadership approaches, aligning business processes and infrastructure with cultural values. This ensures your systems fully support both your culture and strategic objectives.
Accelerate Transformation: Through leadership development, executive coaching, and action-learning initiatives, we equip leaders and teams with the skills and practices needed to embody your culture and values.
By addressing both structural and leadership elements, we transform organizational change into a competitive advantage, helping you build a culture where people and performance thrive.
Case Study: Cultural Integration In A Newly Merged Organization
A newly merged $250 million top-line transportation company faced integration issues and an inconsistent culture, which impacted organizational performance. Decision-making and collaboration were slow and fraught with friction.
Our Consulting Process:
Conducted a cultural assessment using executive interviews and the Denison Culture Survey
Facilitated alignment within the management team on cultural values and leadership competencies
Supported the development of directors and the executive team through action learning, focusing on collaboration, establishing training and selection methods for key positions, and empowering managers by expanding their scope of authority
Developed performance management criteria for leaders, a performance management cycle, and methods for integrating values and competencies into the system
Designed training to enhance management skills in feedback and performance management
Outcomes:
Successful integration of cultures
Fostered collaboration and involvement across departments in the newly merged organization
Upgraded HR systems aligned to organizational values and merger goals, resulting in improved feedback, training, onboarding, and decision-making