Organisational Culture Change

We help organisations to define, develop and nurture a organisational culture that’s healthy, vibrant, collaborative and people-focused. One that helps them achieve their mission, keep their employees engaged and deliver their purpose consistently, sustainably and effectively.

Organisaitonal Culture Change Services

Organisational Culture Change Services

Building vibrant cultures

We help purpose-led organisations to build vibrant, healthy and collaborative cultures which help them thrive. Organisational culture affects everything – your decisions, your problem solving, your efficiency and how effectively you can achieve your goals. Authenticity, honesty, compassion, integrity – these are fundamental pillars of an effective, purpose-led culture. Our approach helps you connect with your purpose and use this to drive positive change across all aspects of how you do things. We offer a range of culture change services designed to help you capture your strengths, reconnect with your mission, challenge unhelpful behaviour, reduce bureaucracy and develop ways of doings things to help you achieve your goals.

Where you are today

Culture Discovery

Discover where you are now, what’s helping and what’s getting in the way.

Where you’d love to be

Future-State Culture

Define a clear, powerful and unambiguous vision for your future-state culture.

How to get there

Cultural Development

A multifaceted approach to nurturing and developing organisational culture.

Making it happen

Culture Change Programmes

Engaging, collaborative and sustainable culture change programmes.

Culture change workshops

Workshops on culture change

We offer a range of workshops (online or face-to-face) to help purpose-led organisations reconnect with their vision, find powerful ways to embrace it through their organisational culture and support employees to collaborate in the process.

Culture change tools and models

Tools to change your culture

Check out these models and frameworks to help you explore, develop and enhance your organisational culture.

Narrative Strategy

Narrative strategy is way to intentionally create, develop and nurture a clear and consistent story. One that helps reinforce and repeat a key point, mission or objective.
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Narrative Strategy

McKinsey 7-S Model

The McKinsey 7-S Model is a management framework developed by Tom Peters and Robert Waterman while working for McKinsey & Company.
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McKinsey 7-S Model Framework

Principles of Organisational Culture Change

Culture changes everything


We believe in an organisational culture that’s better for everyone – leaders, employees and end-users. That means giving everyone the opportunity to participate in its creation, making it practical so it’s more than just words on a slide, and recognising that the greatest organisational cultures are the ones that give people the space to grow, collaborate and enjoy the work they do.

We build culture with people, not to them

We believe in culture change that gives everyone a say in the type of place the want to create.

We make the process practical

We believe that culture should be practical – so people can see and feel the benefits of making a change.

Creating the right kind of disruption

We believe that change should disrupt in positive and nourishing ways – not make people lives more difficult.

ORGANISATIONAL Culture Change Outcomes

Transform how you do things


We know that developing culture can feel overwhelming, and can often lead to scope creep or vague outcomes. That’s why our culture change work is designed be be iterative, approachable and clearly defined. Ensuring you and your organisation can see quantifiable results, which in turn builds credibility and the energy for continuous improvement.

Improved Employee Engagement and Morale

Higher Motivation: Employees who feel part of a positive culture are typically more motivated, engaged and more collaborative.
Increased Satisfaction: A positive culture can lead to greater job satisfaction, reducing turnover rates.

Enhanced Collaboration and Teamwork

Better Cooperation: A culture that promotes teamwork encourages employees to work together more effectively.
Cross-Functional Synergy: Different departments can collaborate more efficiently, leveraging diverse skills for common goals.

Stronger Alignment with Mission and Values

Mission-Driven Behavior: Employees’ actions are more aligned with the organization’s mission, leading to more impactful work.
Value-Centric Decisions: Decisions are made with the charity’s core values in mind, ensuring consistency and integrity in operations.

Better Adaptability to Change

Flexible Mindset: A culture that is open to change can more easily adapt to shifting needs and environments.
Innovative Approaches: Organizations with adaptable cultures are more likely to innovate and find new solutions to challenges.

Increased Attractiveness to Stakeholders

Donor Confidence: A positive culture can increase trust among donors, leading to more funding.
Volunteer Recruitment: A strong culture can attract volunteers who are critical to the charity’s operations and outreach.

Enhanced Public Image and Reputation

Positive Branding: A charity with a strong organisational culture is seen favourably by the public.
Reputation Strength: A good reputation can lead to increased support and advocacy from the wider community.

our organisational culture change experience

Enhancing purpose-led cultures

We have experience developing cultures across a wide range of purpose-led organisations: Non-profits & NGOs, Charities, Social Enterprises, Purpose-Led For Profit and Government agencies. All working towards a better world in their own way, and capturing the power of their culture in the process.

ORGANISATIONAL Culture Change Approach

Our Approach


We work with leaders and change agents to create workplaces where every team member feels valued, heard, and encouraged to innovate. Where collaboration is not just a buzzword, but an ingrained practice that leads to successful objectives and satisfied users. A place where the adaptability needed to survive in today’s world is not seen as a threat, but an opportunity to grow and remain effective.

A Clear Vision Aligned with your Mission

Define the Desired Culture: Articulating the end state of the culture change, ensuring it’s clear, unambiguous and aligns with your wider mission.
Communicate the Vision: Ensure the vision is communicated effectively to all levels of the organisation to foster understanding and buy-in.

Involve Leadership at All Levels

Lead by Example: Senior leaders must embody the cultural change they wish to see, setting a powerful example for the rest of the organisation.
Empower Your Managers: Equip middle managers with the skills and authority needed to drive change within their teams.

Engage Employees from the Start

Inclusive Approach: Involve employees in the change process from the beginning to give them a sense of ownership. Then really listen to what they’re saying and acknowledge it.
Feedback Mechanisms: Establish mechanisms for employees to provide input and feedback throughout the change process.

Communicate Effectively and Transparently

Consistent Messaging: Maintain clear, consistent communication about the reasons for the change, the benefits, and the progress.
Transparency: Be open about challenges and setbacks to build trust and credibility. Use them as a platform for growth and learning.

Provide Training and Support

Skill Development: Offer training and development opportunities to help employees adapt to the new culture.
Support Structures: Implement support structures such as mentoring, coaching, or peer groups to assist employees during the transition.

Align Systems and Structures

Review Policies and Procedures: Ensure that all organisational policies, procedures, and reward systems are aligned with the new cultural values.
Reinforce Desired Behaviours: Use performance management and recognition programs to reinforce the behaviours that support the change.

Monitor Progress and Adjust as Needed

Set Milestones: Break down the change process into manageable milestones and celebrate achievements along the way.
Iterative Improvement: Regularly review progress and be prepared to make adjustments to the change strategy as necessary.

Cultivate a Continuous Improvement Mindset

Encourage Innovation: Foster a culture where continuous improvement and innovation are valued and rewarded.
Learn from Mistakes: Promote an environment where mistakes are seen as learning opportunities rather than failures.

Meaningful Engagement with Stakeholders

Identify Key Stakeholders: Determine who will be impacted by the culture change and involve them in the planning process.
Continuous Engagement: Maintain ongoing dialogue with stakeholders and leverage their influence in support of the change.

Want to develop your culture?

If you’re like to talk to use about developing your culture, drop us a note.

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