Culture & change
Culture work that starts with measurement, and is willing to conclude that the problem is structural rather than cultural.
- Diagnostic 6 weeks, then scoped
- Shape
- Team, function or whole organisation
- Who is in the room
- Diagnostic from £14,000
- Indicative fee
Every organisation that asks for culture work has already decided it has a culture problem. Roughly a third of the time the diagnostic says otherwise: the behaviours people complain about are rational responses to how the work is organised, how people are paid, or who has authority over what.
That is an awkward finding to deliver, because it is not the engagement anyone bought. We deliver it anyway, and we have twice recommended that a client stop a culture programme and take the money to an operating model review instead.
Where the work is genuinely cultural, we measure before and after on the same instrument — a validated psychological safety and voice scale rather than an engagement survey, because engagement measures satisfaction and tells you almost nothing about whether people will raise a problem.
The intervention is usually smaller than expected: a change to how meetings run, a change to who is in them, and a visible response to the first three problems raised. What determines success is almost never the workshop. It is whether the first person who speaks up is thanked or managed.
What is actually delivered
- A baseline on a validated safety and voice scale, not an engagement survey
- A written finding, including "this is structural" where that is the answer
- An intervention scoped to what the diagnostic found
- The same measurement repeated at six and twelve months
Other programmes
Four things we do. We will tell you which one your problem actually is, and sometimes the answer is none of them.
Executive teams
Six sessions with the team that already exists, on the decisions it is actually avoiding.
Read more →Leadership development
Cohort programmes for first-time and senior leaders, with the manager in the room at the start and the end.
Read more →Coaching
One-to-one work with senior leaders. Chemistry sessions are free, and about one in five does not proceed.
Read more →Start with the diagnostic, not the programme
Six weeks of interviews and a baseline measure, and a written finding — including the finding that the problem is structural and a development programme will not touch it. We have delivered that one twice.