When working with leaders to help them become better connected, there are four principal domains in which we work. Each one of these is – quite naturally – connected to the others.
Four domains that may, at first glance, appear to be independent, but in fact influence one another profoundly. Push here and something happens over there. They are the component parts of a unified whole.
We live in the age of disruption,where apparently left-field, unexpected solutions to problems we thought we had licked can creep up on big, established market leaders, to become noisy, irritating challengers.
To the outmanoeuvred, to the sluggish establishment, the struggle is knowing how to be different and how to change. It’s as if the innovators rewrote the rules of their sector and didn’t tell anyone. It’s like their upstart competitors really did uncover the secrets of alchemy or worked out how to speed up evolution.
“Culture eats strategy for breakfast!” Peter Drucker, one of the world’s most respected management opinion makers.
Culture is a very important, often overlooked aspect of being in business. For any team or organisation to be successful, how we do things is as important, if not more, than what we do.
Your organisation already has a culture. Choosing to make the culture more intentional with the involvement of your team raises motivation, engagement and results.
Changing your culture
We can work with you to create the cultural change you need to produce success.
We’ll start wherever you are. If you need support with your vision, we’ll work with you on that, involving your people with a creative visioning exercise that they can shape and own. If your vision is clear, but you need a strategy to achieve it, we’ll start there.
We’ll engage with you and your people to ensure that there’s a clear line of sight between where you are and where you want to get to. In doing so, we’ll focus on behaviours. Changes in behaviour are essential to support successful cultural change.