FAQs

FAQs

Frequently Asked Questions

What is organizational culture?

Organizational culture is the underlying beliefs and assumptions that guide action and that are learned and shared by members of groups as they strive to fulfill their purpose. For more information, download our white paper here.

What makes you different from other culture survey providers?

  • We are passionate about helping our clients do meaningful culture work. We partner with you and do whatever it takes to make you successful.
  • We are a boutique consulting firm with deep expertise in culture. It's all we do. We are flexible and responsive doing whatever it takes to deliver what you need. When you work with us, you are guaranteed to only work with an expert in the field of culture
  • We are storytellers...we connect the dots interpreting survey and other data in context.  We help you understand the beliefs, values and assumptions that shape your culture. We identify what's important...the strengths to  protect and build upon and the opportunities for change.
  • We know how to change culture...culture change can be scary but it doesn't have to be. Our proven culture change methodology works...watch for our book which is soon to be released!
  • We are committed to transferring our knowledge. We use an action learning approach to build your internal capability in culture change.

What is the relationship between culture and employee engagement?

Engagement is one, very important aspect of culture but it is not the only dimension impacting performance and strategy execution

  • Employee engagement is “a measure of an employee’s emotional and intellectual commitment to an organization” (Aon Hewitt)

Culture includes other aspects of the “way things get done around here” (Deal & Kennedy)

  • Culture is “the values, underlying beliefs and assumptions that guide action and are learned and shared by members of groups as they strive to fulfill their purpose”

The lesson learned?

  • Leaders must create the conditions, aka culture, to achieve and sustain high levels of employee engagement.
  • Engaged employees striving to do their best is not enough to overcome systemic barriers. For example, agility requires structures, policies and processes that enable responsiveness and flexibility. A low delegation of authority limit, multi-layers of approvals and a hierarchical structure will stimy engaged employees every time!

Do you provide benchmark data in your survey reports?

No. Our research indicates the important question is not how does your culture compare to others but how does it align with your specific strategy, mission and purpose. In fact, benchmarking is dangerous as it can cause people to focus on closing gaps when this may actually be counter-productive. Specifically, culture is a source of competitive advantage when it helps an organization differentiate itself from others in its industry. Why on earth would you want to be similar? In fact, you want to stand out in a positive way to your customers, employees and potential investors. This being said, benchmarking is helpful when assessing the level of employee engagement. These benchmarks are available in the public domain.

To be continued...

This page is under construction. Stay tuned for updates. In the meantime, let us know your questions by completing the contact form at right. We look forward to hearing from you!