Corporate Culture and Change Management Consulting

Culture is a critical success factor in today’s dynamic business environment. It is the shared values, beliefs, attitudes, assumptions and practices that are embedded within and unique to each organization. An organization’s culture can either be an enabler or an inhibitor to the achievement of its strategy and vision, as it determines how things are done and how people behave.

Most organizations simply allow an organizational culture to form and fail to monitor and measure the extent to which culture impacts leadership, employee engagement and customer satisfaction. Our role is to enable an organization to design and implement its own unique and winning culture-one that aligns to its strategy and vision. Ultimately, this is how an organization creates a unique competitive advantage.

 Why Corporate Culture Matters?

Organizations of all sizes and activities are reexamining the advantages a strong culture provides and are coming to embrace the value of a culture that everyone within an organization understands and supports.

Although specifics may vary, corporate culture generally refers to the pervasive values, beliefs and mindset that characterize a company and, further, help shape and drive its practices. To a certain degree, culture may be defined by, or overlap somewhat with, an organization’s mission or vision statement. Culture may also refer to things such as physical environment, dress code, employment practices and any number of other areas.

Despite the fact that corporate culture may be defined differently, its value and application are much more straightforward. That’s because your corporate culture is singular to your organization, and is yours alone. Products, services and processes can all be copied or mirrored from one organization to another; but the competitive advantage that is shaped by your culture, especially if it is characterized by a shared mindset, cannot be replicated.

Boiled down, it’s really your organization’s DNA. And the ramifications are widespread, from your ability to recruit and retain talented employees, to how customers see your products or services.

  • Corporate Culture Evaluation (CCE)

 

We conduct a cultural evaluation to determine whether there are any behaviors and practices that inhibit the organization from achieving its strategic objectives.

  • Conduct conversations to assess the current corporate culture.
  • Identify cultural inhibitors
  • Recommend organizational culture changes
    • Corporate Culture Design (CCD)
  • We assist organizations design their desired culture to ensure that behaviors and practices are optimal for the achievement of their strategic objectives.
  • Identify gaps between preferred culture and existing culture
  • Assist organizations to develop a plan to implement new culture
    • Corporate Culture Alignment (CCA)

We assist organizations to align their desired culture to their strategies, ensuring that the right plans and processes are in place to support the implementation of the new culture

  • Facilitate implementation of the preferred culture
  • Implement initiatives to embed the preferred culture
  • Facilitate employee engagement activities
  • Assist with the organizational change
  • Change Management

In today’s world organizations have to proactively initiate and effectively respond to change to be successful and competitive. Inability to effectively manage change is one of the key inhibitors to successful execution of strategies and programs aimed at improving organizational effectiveness.

Change management is a structured way of supporting organizations to successfully transition from a sub-optimal current state to a desired future state characterized by growth and success.

When implementing changes to improve their effectiveness, organizations need to consider the impact on people. We assist the organizations to pro-actively manage the people side of change

  • Analyze and plan
    • Define a case for change and benefits
    • Assess change impact on stakeholders
    • Identify people related risks
    • Develop a change and communications approach and plan
    • Develop a sponsorship and change agent (champion) network roadmap
  • Implement and monitor
    • Examine change readiness
    • Implement a change and communications plan
    • Implement a sponsorship and change agent network roadmap.
    • Facilitate alignment of relevant organization components such as performance management and rewards to the changes.
    • Monitor implementation and address identified issues.
  • Embed and sustain
    • Reinforce changes for sustainability
    • Reward and celebrate achievements appropriately.
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Contact Us

Grand Pension Plaza,6th Floor,
2 KN 3 Ave
P.O. Box 2445, Kigali-Rwanda
+250 788 306 492
+250 785 025 185
info@ladderleadership.rw

Our Mission

To assist organizations make substantial improvements in their performance by providing great leadership insights, cutting-edge management expertise and relevant business solutions.

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