Real change demands respect for why people do things the way they do

The way things are done today provides insight about how to deliver stronger performance and engagement tomorrow. We work with senior leaders who understand the importance of legacy and culture in shaping the future.

Map your cultural strengths. Spotlight culture evolution opportunities that support business growth, post M&A integration, or CEO-transition. Refresh parts of your culture that hold you back. Take your people on an inspirational journey to a better, stronger future.

Cultural strengths include factors that support high performance, trust-building, collaboration, inclusion, and more.  


Structured session for senior leaders. Evaluate the organization's cultural capabilities and how they map to results. Discuss the leading culture opportunities to minimize risks and maximize value for the organization. Establish the guide rails for culture evolution.


Map your organizational culture, including core strengths and microcultures. Benchmark in/outside of the organization to understand your opportunities. Learn what strategies will drive the best results.


Inspire change across your business, from the C-suite to the frontline. Deliver long-range impact with a well-articulated change roadmap. Equip managers with accessible, engaging toolkits.

Prepare to scale

Integrate post merger

Evolve after CEO transition


You really helped at a time when we were stabilizing things, and having to make some big decisions about leading a transition that treated people with respect and sent the right message out. The work we did - the insights, the offsite, the one-to-ones - it helped us redefine who we want - and need - to be as a business about to grow a lot. It also came together brilliantly with the branding work we were doing!


Bring the culture you want to life

Getting culture right is important to power your organization's ambitions. It ensures that everyone is aligned with the values and ways of working that deliver impact. In this way, culture becomes a self-sustaining engine for success.

Create or advance the cultural strengths that your organization needs. Cultural strengths include factors that support high performance, trust-building, collaboration, inclusion, and more.   

Culture change is simple with good data and the right expertise

Gain fresh insight into your organizational culture. Simplify rich data with layered data analysis and mapping. Highlight opportunities to evolve that are authentic to your organization's legacy and ambitions.

Clarify impactful, cost-effective strategies to lead the culture evolution you want. Engage the right stakeholders from the start. Track progress with clear milestones. Effectively manage unexpected events and achieve your goals for culture evolution.

Harmonized activations and communications deepen impact

Lead with roadmaps that balance global harmony with local autonomy. Create the common language and toolkits required for success. Embed the flexibility required to enable local teams and individuals to own their part in the change journey.

Harmonize activations and communications into a change journey that engages stakeholders across your organization.

Acknowledging and uniting microcultures into one team

Understand the different microcultures in your organization. Discover where they are located, their ways of working and their hidden strengths. Implement tailored approaches to engage microcultures with wider organizational programs and initiatives.

Unite microcultures into one, diverse team that respects differences but moves in the same direction.

Provide teams with concrete direction

The key to success in culture change is showing people how it helps them win. Give your teams concrete examples that are tied to their everyday reality at work. Customize examples for different locations and functions. Provide relatable frameworks and toolkits that empower teams to realize the culture change.

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case study

Decoding knowledge management to support financial regulation

This unit within a UK financial regulator depends upon high levels of subject matter expertise to identify malpractice. Recent personnel departures prompted concerns about knowledge retention. Loss of specialist knowledge undermines the regulator’s capacity to prudentially supervise financial services firms. Management wanted to understand knowledge management within the unit, specifically knowledge exchange and its relationship to innovation in policy recommendations.

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Frequently asked questions