During the initial meeting with an organisational leadership team, I provide an overview of the methodology I use in my work, i.e. Petal System. The aim is that by the end of the discovery meeting the organisational leadership team is clear of the system and processes I utilise in regards to culture transformation, so that they can decide if I am the best fit for their organisation to assist them with enhancing their culture and performance.
Checking on how employees view the leadership of the organisation and its culture. There are various assessment tools I can explain in the initial meeting to decide what would be the best fit for each organisation.
Without a plan and a timeline it is impossible to keep track of the progress and accountability. Once the feedback from the assessment is received and interpreted, target areas are prioritised and set in a formal plan.
The activity required to enhance and transform each organisation might be different. Examples to be used might be: Organisational Values review, personal leadership values exercises, Cross – team engagement initiatives, coaching, mentoring.
Working on organisational culture is not a “project” with an end date. It is a continual journey, similar to any relationship held. It is imperative to check in regularly to see how the people within the organisation are feeling about its culture.
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The aim is that by the end of the discovery meeting the organisational leadership team is clear of the system and processes I utilise in regards to culture transformation.