Is Your Culture An Asset...
Or a Liability?

How will your business attract the talent
it needs to succeed...

...and then retain them?


Is Your Culture An Asset?

Does it drive productivity...

...have you won hearts & minds?

Culture liability

Is Your Culture a Liability?

Will your culture make it difficult for you to grow
or exit your business?

Organizational culture matter is both nebulous and ubiquitous.

Difficult to articulate but necessary to try because everyone these days is paying attention to it. Employees, customers and investors. Not to mention social media.

Times have changed. Leaders can’t ignore a bad culture and hope that nobody notices or gets too antsy.

It will come up in job interviews when companies are competing for the best talent: what is it like to work here?

Likewise the culture will be scrutinized during due diligence when assessing the value of the company or its fitness for sale or merger.

Millennials now make up the largest generational cohort in the workforce. They grew up in different worlds with their own priorities. Job stability got traded in for job purpose and they want their employers to care about being good and doing good. Declared values must carry more weight than overhyped platitudes.

If companies want to compete in the modern world they must create an organizational culture that matches that world. They have to shine the light brighter on their shadow sides, apply genuine effort to change bankrupt ideas and nurture the types of leaders that really care about what it’s like to work there.

A healthy culture can be a strategic lever for exponential growth. But a toxic one is likely to be a liability that will hinder growth.

Vision to Action works with leaders to assess their organizational culture and increase their awareness of what’s in play so they can build and nurture the sort of culture they value.

We start by exploring what the company holds to be important and what they want to be known for and examine the gaps between this vision and the current operating reality.

Then we examine what must change to close the gaps and what this will take. This provides a platform for our clients to develop pragmatic plans to shift their organizational culture and make it more tangible and measurable.

In this program our clients work with us to:

  1. Understand their company culture. We examine the many influences and artefacts so we can tell the organization’s story and confront the tough questions and answers about the current situation;
  2. Envision their ideal company culture. We explore what they want most and what’s important and why to create a tangible vision of what’s possible and aspirational for the whole the organization;
  3. Develop pragmatic interventions that will move the organization on the path toward their desired culture;
  4. Establish processes for the company to continue to assess its own culture and evaluate its progress;
  5. Provide tailored coaching to support the continued growth of the company culture.

The benefits & deliverables of this approach include:

  • Common language and tools for the organization to increase it’s cultural self-awareness and its ability to make tangible what is intangible. This helps to create a shared understanding of the current challenges and reduces the fear of talking about what’s real;
  • A safe space to get vulnerable, experiment, deal with the elephants in the room and manage conflict productively;
  • No transfer of learning or theory. We work directly with what the organization is dealing with and where it needs to grow;
  • Ongoing support for the organization as it builds its culture.