Why?

• You feel that all is not well in your organizational culture, but you don't know what's causing the most trouble or how you'd work with it.

• You've heard the quote attributed to Peter Drucker, the management guru, that "Culture Eats Strategy for Breakfast" but maybe the whole culture thing feels so squishy and unmanageble.

• The Leadership Circle Culture survey can bring not only research on leadership but quantitative findings to make culture and its impact tangible as well as to point the direction of where your organization can focus its efforts to have the biggest impact on improving its culture.

Who?

Any team - either operational or leadership - can benefit from taking and processing the results of the Leadership Circle Culture Survey.  It's valuable to have input into the survey from all levels of the organization to understand how the culture looks different from different vantage points.

What?

• Preparation: Working with the sponsors of the Culture survey within the organization, we get aligned on the goals and ways the effort supports the strategy and the team's/organization's aspirations. From there, we determine: the participants in the survey; the participants in the debriefing/action planning portion; the timing; and the easiest approach to administering the survey.

• Debriefing: This 4-5 hour session is to understand, unpack, and digest the findings from the culture survey.  It's a chance for the participants to interactively process the meaning and possible implications of the findings for their team/organization survey findings. The data and the impact correlations are shared and explored. It's important to have some time to digest the findings before the next workshop.
• Action Planning: This 4-5 hour session is focused on making the findings actionable.  The team aligns on the most important items to focus on in order to move the culture needle and then proceed to develop action plans with steps and accountability to have the desired impact.  They also identify what ways they will measure progress - whether through existing survey vehicles or by returning to redo the Culture survey in the future. .

Results

Team/organizational leadership emerge with an understanding of the key behavioral levers that will have a big impact on culture, they understand the findings for their team/organization and have a tangible plan for having an impact on culture which will in turn impact effectiveness and performance.

Gale brought the Leadership Circle Culture survey to our organization at a time when engagement scores were indicating we had an issue.  She helped us use the tool and data to pinpoint areas we could focus on for the greatest positive impact.  She helped us get tangible about the changes we'd like to see, the actions we're taking to move there, and the ways we'll know when we've arrived.  Gale has brought us expertise, clarity, wonderful facilitation, and tangible forward motion in creating the culture we're seeking.  I'd recommend her to any organization seeking to develop their culture and leadership qualities!   - VP Global Human Resources, Not-for-Profit Organization

Gale brought the Leadership Circle Culture survey to our organization at a time when engagement scores were indicating we had an issue.  She helped us use the tool and data to pinpoint areas we could focus on for the greatest positive impact.  She helped us get tangible about the changes we'd like to see, the actions we're taking to move there, and the ways we'll know when we've arrived.  Gale has brought us expertise, clarity, wonderful facilitation, and tangible forward motion in creating the culture we're seeking.  I'd recommend her to any organization seeking to develop their culture and leadership qualities!   - VP Global Human Resources, Not-for-Profit Organization