Changing Cultures

Transforming an organisation’s culture is a delicate process.  People are complex and differ in views, expectations and behaviours.

  1. What is the ideal culture that aligns with the Mission and Vision of the organisation.
  2. What are the gaps that could be addressed.
  3. Set Expectations and ensure people understand what they need to do and where they fit in the process

“Bring your whole self to work. It means we acknowledge, it means we are there for each other, we are flexible with what people need, and then we can form the relationships that create that collective resilience.” —Sheryl Sandberg, Facebook COO

“Feeling comfortable to share and speak with your colleagues can help us feel more valued and connected to our workplace. The knock-on benefits can help our individual mental wellbeing, as well as contribute to the improvement of the team dynamic.”[3]

“Offering long-term investments in employees such as education, training, health benefits, career pathing and professional development, as well as investing in their wellbeing and personal growth, will have a positive and long-lasting impact. Creating a culture of recognition, trust and goodwill results in higher engagement and the feeling of autonomy for employees—and ultimately, connectedness to the organization.”[4]