Culture and Change
We help with people-focused change including defining values and behaviours and change leadership plans
Why is it important?
The old saying "culture eats strategy for breakfast" is still a neat metaphor for what can happen to even the best strategies and initiatives - they get swallowed whole by the culture. If change isn't aligned to the collective values, beliefs and behaviours of the organisation, intentionally or not, people will ensure it doesn't stick.
While neglecting organisational culture will impact your success, nurturing it will help build and reap the benefits of inclusion and belonging, cohesive collaboration, high performance and innovation.
Your purpose and strategy guide you through 'why' and 'what', but your culture shows you 'how'. It makes everything work. Get it right, and your organisation will be as amazing to work in as it is impactful for everyone you serve.
Greater collaboration
Raised performance
Enhanced innovation
Improved outcomes
Common Challenges
If everyone doesn't share a sense of the culture of the organisation it might feel like you aren't all pulling in the same direction. You are unlikely to have a strong sense of belonging amongst colleagues and won't be attracting the best candidates when you recruit.
If you only have values that are words on a page, rather than a shared ethos that is lived and breathed, then people will make decisions and interact with your clients and communities differently, and not always for the best.
If change focuses on the steps of a project that's being delivered without a plan for how the people in the organisation will be engaged and involved, the change may well not 'stick'. A lack of engagement will lead to underperformance and low morale, as well as missed opportunities to involve people with different perspectives and skills.
How Whole Stories can help
Whole Stories can help with a systemic culture development programme that addresses every aspect of culture, or specific elements where you have specific needs:
Defining Values and Behaviours and how they will be embedded into your ways of working
Reviewing internal Communication and Engagement to ensure it is coherent and cohesive, and that everyone is involved
Working with your leaders to co-design behaviours and joined up ways of working for Inclusive Leadership
Defining measures that introduce Accountability for culture and ways of working - to make sure it really does happen
Giving you tools and techniques for inclusive Change Management, making sure change sticks
Helping you define a Change Management Plan for a specific change or transformation programme
Ensuring the values and behaviours you want to see are fed into Performance and Development
Developing methods for Recruitment and Induction that align with your culture
Ensuring that Inclusion and Belonging is considered in every single change
As always, the Whole Stories method is to co-design ways of working that are going to last - please do get in touch to discuss your needs
Erin has a visionary approach to leading culture change programmes that deliver transformative and unparalleled results. She has an ability to lead organisations through the complexities of culture change with strategic foresight and an inclusive, collaborative and empowering style
Outcomes of the programme she co-designed with us include a 15% increase in colleagues feeling that the organisation cared for their wellbeing and improved senior management visibility from 30% to 80%
- Sara Sutton, Local Government Director
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Let's work together
Erin Caseley, Director of Whole Stories Leadership
Whole Stories Leadership Limited | Company number 15618372
