Positive
Workplace
Culture
It’s not all bean bags, nap pods, and pizza parties!
Creating a positive workplace culture takes conscious effort and consistent action. Knowing where to start and what will be most impactful can be a challenge.
Positive cultures are more productive, more engaging, deliver outcomes, and enable people to thrive. There are no downsides to having a positive workplace culture.
We will help you understand your current workplace culture and develop a plan to change the culture over the short, medium, and long‑term. Our strengths-based, appreciative, and collaborative approach to culture discovery and change will begin the shift from the first conversation.
Our Approach
Culture Discovery
If your culture is not what you want it to be, the first step is to engage your people in a conversation about their experience and aspirations.
At Leading Lighter we use an appreciative approach to culture discovery, engaging your people in generative conversations to acknowledge their current state and to give them a voice in shaping their desired future culture.
Depending on the size of your organisation, business unit, or team we will apply this approach in different ways:
Teams of 30 people or less — we will guide and facilitate the process, running virtual focus groups sessions to engage your team in discovering and shaping a more positive culture.
Large departments or whole organisations 30 – 1,000+ — we will facilitate an internally-sourced working group of Culture Catalysts to run the same Culture Discovery process.
To find out more about how this approach could work in your organisation, book a no-obligation chat.
Culture Planning
Once you have a clear and consolidated understanding of your current culture and have identified priorities for change, we will facilitate an action planning session with your key stakeholders. This will include the leadership team and culture catalysts and will help you identify the specific activities to deliver your desired future culture.
We use the Theory of Change methodology to generate a Culture Roadmap, outlining activities and outputs to deliver the specific outcomes you have identified will positively impact your culture.
Implementing the Culture Roadmap
If you would like support to deliver your roadmap, we are available to help as much or as little as you want. The priority at this stage is that the roadmap is owned by you and your teams.
A few of the ways we can help with implementation:
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Facilitate workshops to identify specific behaviours that will underpin or undermine your success and the necessary rituals and actions required for ongoing shifts.
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Attend a quarterly All-Hands meeting to run an interactive culture check-in to maintain momentum.
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Develop workshops to enable behaviour change in specific areas e.g., psychological safety, difficult conversations, giving and receiving feedback, wellbeing, coaching skills for leaders, etc.
Culture Review
Culture change is slow so you won’t want to review too soon, you also don’t want to leave it and hope for the best, after all as Peter Drucker says “what gets measured gets done”.
We recommend and can undertake a formal review of your Culture Roadmap every two years to assess progress against the outcomes you identified and refresh the Theory of Change and action plan underpinning those.
Your Culture Roadmap is a live document and sits along-side your Organisational Strategy. Every time you refresh your strategy it is important to consider your workplace culture and whether your current culture will enable your intended strategic direction. You may decide to revise your Culture Roadmap at this point.