MISSION: Design a strong and aligned culture that drives strategy execution, employee engagement and retention, and superior results.
One of the most significant, sustainable sources of competitive advantage is an organization’s workforce. An engaged, high-performing workplace can be achieved (or lost) based on the employee experience. Successful culture change is precisely by design.
IS YOUR CULTURE DRIVING HIGH PERFORMANCE?
To achieve strategic direction, it is critical to understand whether the dominant culture drives operational performance, or detracts from it. When strong and aligned with the business strategy, the workplace is a source of competitive advantage that cannot be replicated
WHAT IS THE ROI FROM AN ALIGNED CULTURE?
- For every 10% improvement in employee commitment, discretionary effort improves by 6%, resulting in a two-percentile point improvement in business performance (Corporate Leadership Council, 2004)
- About 71% of employees do not consider themselves actively engaged in their work. Modest improvements will contribute significantly to the bottom line. (The Gallop Management Journal, 2004)
We have found that most senior teams don’t know how to develop a useful picture of their organization’s culture, and how to translate this into meaningful action. Our evidence-based approach to culture change has contributed to dramatic EBITDA and employee commitment improvements.
VALUE DELIVERED BY ALEX REIDY & COMPANY
DEFINE THE WORKPLACE VISION
Support the CEO and executive team to understand the driving forces of the current culture, which accelerate and limit operational performance
Conduct diagnostics to understand the baseline cultural identity
Define the workplace vision and business case for change
DEVELOP A STRONG AND ALIGNED CULTURE
Design customized culture change strategy and levers to accelerate performance
Align cultural vision with organizational delivery system (strategy, governance, leadership, talent, and processes) for strategic fit
Launch the transition steering team and implementation plan
Sequence and implement unique change levers that dramatically increase engagement
ASSESS RISK, IMPACT, AND READINESS
Leverage customized assessment tools to assess risk, readiness, and the impact of change
Design specific interventions to address barriers to performance
Support the transition team to proactively manage stakeholder feedback and engagement
SUPPORT LEADERS TO BUILD AN ENGAGED AND HIGH-PERFORMING WORKPLACE
Support leaders with timely and reliable data and information
Guide leaders to effectively manage transitions and the predictable stages of change
Coach leaders on their effectiveness to promote top-level engagement