At Taylor Clarke we help organisations to align their culture with their strategy in order to improve performance.

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Company culture is a unique blend of values, behaviours and personality that define the way that employees work within a company. Many have said that culture eats strategy for breakfast but also kills innovation and stifles change.

At Taylor Clarke we work with clients to help them identify and implement actions that will evolve their culture to align with their overall business strategy. Our approach helps organisations to develop a common language and define their culture in a meaningful and clear way. As part of this work we support leaders to explore, take ownership, deliver, assess and finally; to measure results and realise the projected Return on Investment.  We also support organisations in their change management to help identify the cultural rocks on which change flounders.

The process starts with looking at how culture is directly linked to business performance and the existing culture and is then tailored to address the particular set of challenges identified. 

Some of the kinds of challenges that we have helped our clients with in this area include (but are not limited to):

• Helping clients implement change faster through removing cultural barriers

• Helping leaders understand and appreciate the importance of their role in managing culture change.

• Helping clients understand and prioritise the cultural factors that are behind innovation, service and quality        performance issues.

• Helping leaders and their teams change their behaviour to lead the way on cultural change.

• Helping engage employees in shaping future culture.

 

 

Our process:
 

We work with senior management teams to help them  answer six key questions: 

1. What kind of culture do we have now and why?

2. What kind of culture do we need to transform performance and why?

3. How can we lead the way with our own behaviour as individuals and as a team?

4. Where are the bottlenecks and challenges that we can examine to deepen understanding of cultural barriers and enablers?

5. What practices do we need to change to realign and embed the required culture?

6. How do we change our organisational habits and ensure these changes stick?

 

 

Some of the tools used as part of the facilitation process:

  • 121 discussions.

  • Desk research.

  • Employee culture surveys.

  • Creating a people transition plan

  • Facilitated team workshops.

  • Transition workshops for those experiencing the change

  • Coaching.

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Our interventions are developed in collaboration with the client to establish a bespoke approach. Typically we work with clients in partnership over many years.  Changes in external environments, strategy or employee survey insights are common and can result in implementing different measures to ensure culture still aligns with the company strategy. This means that our relationship with a client can be anything from three months to several years.

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For more information about Culture & Strategy please contact us