We are active
in 3 fields of services
To be more impactful in all 3, we deploy a combination of business- savvy consulting, coaching and change management.
Growing your purposeful + collaborative organizational culture
Working on visible and invisible traits
From the business perspective, diagnostic of current & intended culture,
Shaping & alignment workshops with Leadership Team,
Participative definition of purpose and aspired values,
Definition of culture change strategy and actions,
Support adaptive implementation.
Added-value of growing your purposeful + collaborative organizational culture
Because “culture eats strategy for breakfast” (P. Drucker), create the powerful relationship between your chosen vision, strategy, purpose and the intended organizational culture. Foster a culture that fuels your people’ and stakeholders’ commitment to implement your strategy. Nurture the alignment between the aspired values and people’s behaviours.
Integrative approach of growing your purposeful + collaborative organizational culture
01
What is the business problem you need to solve?
02
We check the coherence/ links between behaviours (visible part of the organizational culture), the vision & strategy, and results.
03
We work on shaping the supporting values, beliefs and purpose.
04
We work tangible traits such as talent management, organization model, policies and business processes, and symbols to foster behaviours in line with the values.
Examples of 1st steps to start the journey together
Shaping your corporate purpose
Leadership team founding co-creation of the corporate purpose and the participative approach to confirm and finetune it
Systemic Collective Intelligence (using intuition) combined with Deep Content Facilitation
2 days including 2 x ½-day workshops with leadership team
3D Company culture diagnostic
Series of conversations about values and behaviours in the company. Making sense of the current perception and aspirations, alignment and paradoxes felt by the staff (based on a survey)
Barrett Values Centre Culture Values Assessment (CVA)
10 days over 2 months, including briefing, support to internal communication and general debriefing with leadership team
3D Leadership team culture diagnostic
Leadership team conversation about understanding and adjusting the personal and collective behaviours to match the aspirational culture (based on a survey)
Barrett Values Centre, Small Group Values Assessment (SGA)
2 days over max 4 weeks, incl. briefing by sponsor and ½ day LT workshop
Developing your empowering + inclusive leadership
Promoting trust, initiative and responsibility
Team coaching
Executive coaching,
Individual and team feedback,
Sparring partnership,
Shaping your leadership model.
Added-value of developing your empowering + inclusive leadership
Foster the team’s trust and performance to drive change and create impact.
Support individual leaders to develop their self-awareness, inner balance and performance drivers.
Nurture awareness and attitudes for an inclusive, unbiased, more empowering and inspiring leadership.
Integrative approach of developing your empowering + inclusive leadership
01
What do you need to transform as a leader / team?
02
We create the coach-coachee (executive or team) partnership and shape the journey.
03
Collect data and feedback to understand the context and the system.
04
Work on cognition (conscious - unconscious) and behaviours for a deep integration.
Examples of 1st steps to start the journey together
Team energy booster and role clarifier
Leadership team deep conversation to explore everyone’s natural talents, share feedback and shape sentient roles for more organic functioning of the team
Strength-Finder by Gallup combined with Deep Content Facilitation
2 days including a 1-day workshop with team
Growing trust and self-awareness within leadership team
Leadership team meaningful conversations and feedbacks about personal and collective leadership performance (based on 360° feedback tool)
360° Feedback Tool (Global Executive Leadership Mirror by the Kets de Vries Institute)
5 days including a 1,5-day workshop with Leadership Team
Beyond D&I diagnostic
Leadership team conversations about the current EDI performance (survey-based) and how it supports the intended business transformation
EDI assessment by Diversity and Performance
10 days over 2 months, including briefing, support to internal communication and general debriefing with leadership team
Facilitating strategic decisions on complex and/or ambiguous topics
Leveraging collective intelligence and intuition
Facilitation of high-impact Leadership Team workshops and decisions,
Enabling participative decision-making processes.
Added-value of facilitating strategic decisions on complex and/or ambiguous topics
Because “culture eats strategy for breakfast” (P. Drucker), create the powerful relationship between your chosen vision, strategy, purpose and the intended organizational culture. Foster a culture that fuels your people’ and stakeholders’ commitment to implement your strategy. Nurture the alignment between the aspired values and people’s behaviours.
Integrative approach of facilitating strategic decisions on complex and/or ambiguous topics
01
What is the key question?
02
Shape the process, create the safe space and mobilize participants (Leadership Team or broader) with a clear intention.
03
Facilitate the discussion on key topics to allow clear choices emerge. Make sure that the process is perceived as fair by all.
Let’s connect
Write to info@cultureworks.one if you would like to have a conversation or if you want to receive our insights and advices.
Follow us on Linkedin
Clients testimonials
Our client talk about us
