Is your culture eating your strategy for breakfast?
How can cultural alignment help me?
As Peter Drucker famously asked, "Is your culture eating your strategy for breakfast?" It is a real million-dollar profitability question (read more).
Many clients are skeptical about how cultural alignment can impact business performance until we discuss: "Most issues are people issues. What are yours?"
How can your culture enable your strategy?
Culture happens. If you don't nurture it, it will evolve.
A happy, engaged workplace doesn't happen by accident; it happens by design. We focus our attention on three areas to get the maximum return for you.
1. Clarity of Direction - Purpose drives effort.
Everyone can feel ownership, purpose, and satisfaction from their job, and as you want your team to feel the same drive you do, we can help. Purpose is used by big and small corporations to give themselves a significant edge in productivity, retention, recruiting, employee satisfaction, and yes, profitability.
2. Internal Branding - Employee Attitude is seen inside out.
"Don't ever, ever, work there." "I wish I had never left."
Look at the quotes above - does any particular experience spring to mind?
From the moment your employees see a job advert, they form an opinion about your organization. They absorb the expectations, purpose, and standards they see in your culture. If you think it's hard to change how things are done, it is because of your culture. We can help.
3. Influential delegation techniques drive trust and engagement
The way you make decisions determines whether your team is engaged, committed, and productive. It can also make or break trust, rapport, customer service, and brand reputation. Decision-making style is the difference between a 'boss' who tells you what to do and a 'leader' you want to follow and impress.
Your Implementation Timeline
Depending on the size and availability of your leadership team, the discovery process will take around a month.
Week 1: Leadership Kickoff Meeting
We hold a structured two-hour meeting with your leadership team to understand their problems, how long they have been an issue, and what has been done before to solve them. From there, we refine an extensive list of follow-up questions and determine the best person or group to answer them.
Weeks 2-4: Intensive Interviews
We conduct one-to-one interviews with you and your leadership team to investigate your issues. Depending on functional responsibility, the interviews are typically one to two hours long. The purpose is to fully understand their challenges and provide as much immediate insight as possible.
Week 4: Report Review & Project KPIs
We will present the report and answer any questions you may have. Each problem domain breaks down the report and lists the solutions we identified with an implementation timeline.
The next step is to review with the entire leadership team and decide on the implementation plan. This plan includes agreed-upon key performance indicators (KPIs), which we review monthly to ensure you are getting the desired progress and results.
Monthly: Implementation Review
We enable your project implementation and schedule regular meetings to ensure we hit our agreed-upon KPIs.
Monthly: Cultural Engagement Surveys
How and what you measure is crucial - if you don't ask the right questions, or are unprepared to take action, the effect will be much worse than if you have never asked.
We will survey your team on a set cadence with surveys to measure employee engagement. The results will enable you to take meaningful action.
Are you ready to drive change?
C-Link can help you free up your time, so you can focus on what is important and simultaneously enable your employees to feel engaged, committed, and motivated. You don’t have to be frustrated by retention issues and concerned about losing your competitive edge.
We can help. Contact us at 248-781-0150, email info@c-link.consulting, or use the contact form.