Culture Advisory

Manage risks and opportunities

The occasional walk through the branch office or the factory floor isn’t enough to give leadership a true, unvarnished sense of company culture. What’s more, inaccurate culture surveys can lull leadership into a false sense of security—leaving them blindsided when regulatory scrutiny takes shape, dissatisfaction erupts, or lapses in safety and security jeopardize the health and wellbeing of the workforce. When a company’s greatest asset is its people, its ability to assess culture objectively and proactively to manage risks and opportunities is essential to outperforming the competition and maintaining the confidence of shareholders, investors, and the board.

Understand beliefs and actions that demonstrate and promote your desired culture

Are employees following safety protocols or ethics guidelines? Do they feel recognized? Are they proud to work for their organization? Leadership must know the answers to all of these questions and more before creating a vision for the culture they want. Yet cultural data often lacks credibility and falls victim to a number of pitfalls: team bias, external influences, or fear of retaliation. Innovations in survey methods, advanced statistical approaches, and an emphasis on “psychological safety” help us calibrate culture in a way that is more comprehensive, nuanced—and honest.

Align culture changes with strategy

Whether you’re looking to measurably improve diversity and inclusivity, find talent in a tough labor market, or work through a transition period such as a merger or acquisition, we focus on providing the right data for the right actions to execute your strategic priorities. Knowing that culture is constantly evolving, we put systems in place to allow regular reassessments and interventions where needed, creating a feedback loop for continuous improvement. 

Activate the most important agents of change

Leadership is the single most important lever when it comes to changing culture. Changes from the top trickle down to every part of the organization, so that executives must both talk the talk and walk the walk in modeling the culture they want and expect. We help leadership understand and embrace its company culture and take steps towards improving it, as well as providing insights that can be incorporated into executive recruitment.

Global culture advisory leader