Work-Culture Strategy, Design and Optimization
Align the way people work with the goals you want them to achieve
All Strategic Challenges are Human Challenges
Whether you want to improve performance, adopt a new business approach like customer centricity or agile, or strengthen wellbeing in your organization — it all comes down to people.
To humans changing the way they work.
To work culture.
Some leaders attempt to change behavior through speeches and value lists, but these are not enough. To ensure significant and sustainable change you need much more.
Change is difficult, and can also be destructive
Work-culture change is never easy. It asks people to question habits, routines, and beliefs they have relied on for years. It often meets resistance. And if done poorly, it can backfire — creating confusion, fatigue, or even destroying what already works.
That is why work-culture change needs to be intentional. It requires clarity on where the organization is going, what needs to shift, and how to protect the strengths already in place. Done right, it becomes a source of alignment, energy, and performance.
What’s more strategic to a company than the actual execution of its strategy?
Nothing! Yet many executives don’t even try to address execution problems, fearing that tackling how people execute strategy is an impossible task.
It’s not …if you know how to approach it:
Stage 1
Understand your current culture and how far it is from the one you need
You can’t change what you can’t measure. The first step is to demystify the word culture and measure it correctly.
Most companies track performance (cycle time, utilization, unit cost, issue-resolution speed) but overlook the human factors that limit it: resistance to change, fixed mindsets, inefficient processes, and old habits. And those die hard.
We use the most validated methodologies for work-culture measurement and analysis.
You can stop there. But if you choose to move with us to the next stage…, you’ll discover exactly what it takes to build the culture you want
Stage 2
Design the activation strategy with clear metrics and goals
Culture should have measurable goals, just like any business KPI. Want your culture to be less political? There are metrics for that. Want it to be more innovative? Same. Whatever your business strategy is, it can and should be translated into cultural goals and parameters.
These goals shouldn’t only address human behavior and collaboration habits. They must also shape systems, processes, and symbols.
You can stop there. But if you choose to move on, you’ll have leaders within your company who can steer the culture in the desired direction.
Stage 3
Turn your executives into work-culture role models through personal coaching and training
Cultures cannot change without leaders changing themselves first and modeling the optimal behaviors. This is why we challenge the leaders first through interventions and teach them the foundations of Conscious Business Leadership.
Our executive coaches work closely with the senior leadership team, as a team and as individuals. We challenge them to look in the mirror, adopt new mindsets, and stop tolerating undesired behaviors.
Once leaders become conscious, our coaches support them in their day-to-day challenges and routines to make sure they cement the new ways of working and collaboration.
You can stop there. But if you choose to move on, you’ll build the structural foundations your desired culture needs to thrive.
Stage 4
Design the systems, processes, and symbols that streamline the desired ways of working and collaboration
Sustainable change requires addressing all the culture levers that influence work. These are the core aspects we cover:
Corporate Systems: The formal structures that organize how work is planned, managed, and measured, such as hierarchies, tools, and decision-making.
Corporate Symbols: Expressions of corporate values and beliefs, such as icons, events, rituals, and narratives.
Corporate Processes: The regular steps people follow to get things done, such as hiring, selling, or developing products.
You can stop there. But if you choose to move on, you’ll start scaling the new cultural approach across the organization.
Stage 5
Run targeted programs that introduce the new cultural approach to all strategic teams in the organization
The more people hear and experience the new approach, the better its chances of taking root.
We offer several ambassador programs that introduce the new approach, explain the story behind it, and help people practice new ways of working and collaborating.
You can stop there. But if you choose to move on, you’ll be able to scale new mindsets and behavioral habits to all corners of the company
Stage 6
Reach every corner of the organization with the world's first digital Applied Learning Platform [powered by Stoic]
Until recently, the main tool for scaling work culture inside organizations was training. While training is valuable, it cannot close the knowing–doing gap or create the new behavioral habits that each individual needs.
This is why, over the past few years, we have invested in developing a unique Applied Learning Platform for cultural change. With the help of AI coaches, your people can learn and practice new mindsets and behavioral habits while dealing with their own day-to-day challenges.
* All processes are tailored to your unique needs and don’t have to follow the exact order
Here are some of the companies for whom we led Culture to Strategy Alignment
Some of the compliments we received
