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Here are some of the most frequent questions we hear from potential clients and HR.

Your Culture Questions: Answered[/vc_column_text][vc_toggle title=”What if this is our first time doing work on culture?” open=”false”]

If your organisation is at this point, you’ll need to focus
 on getting buy-in for this investment. Take the time to clearly define your business imperative, identifying how people must behave differently in order to achieve it, and identifying what values and beliefs will underpin it. This work can be achieved through facilitated sessions with the
 executive team.[/vc_toggle][vc_toggle title=”How can we implement our values?” open=”false”]

We use the BE-DO-HAVE model to help translate values into 
tangible behaviours, decisions, priorities, and systems. Our assessment process looks carefully
 at your organisation’s values hierarchy and provides practical ideas for implementing, measuring 
and aligning values into action.[/vc_toggle][vc_toggle title=”How do we align culture with strategy?” open=”false”]

When your organisation has defined strategies that represent 
a change from the past, it’s a good time to focus on culture. Our Culture Transformation System
 defines your behavioural and strategy needs, delivering the changes required to support 
these. Without this, performance is at risk.[/vc_toggle][vc_toggle title=”We have good diagnostics, but the implementation is unclear:” open=”false”]

There are many great assessment tools on the market, 
but not so many good implementation plans.

Walking the Talk will help you
 extract relevant data, in order to build the best culture plan for your objectives. We also have experience working with
 Barretts, Human Synergistic, Hewitts Engagement, Great Place to Work, and other known tools.[/vc_toggle][vc_toggle title=”We’ve already used multiple consultants and/or frameworks:” open=”false”]

Different consultants have different ways of working
 with values, behaviours and culture, and individual business units will develop their own approaches too. 
 The Walking the Talk Culture Transformation System is content-neutral, so that you can use it to
 integrate existing initiatives and not reinvent the wheel. Our priority is training your leaders and
 culture champions on how to implement and use the process consistently.[/vc_toggle][vc_toggle title=”How can we link culture to our branding work?” open=”false”]

If your goal is to explicitly demonstrate how culture is the internal
 expression of brand values, and how behaviour with customers aligns to the brand promise, your 
culture work will be led by a close-knit alliance between Marketing and HR. Brand data should be 
included in the assessment data used for culture planning and branding initiatives should be linked 
to culture initiatives.[/vc_toggle][vc_toggle title=”How can we link this work to established leadership curriculum?” open=”false”]

Leadership development is one of the most powerful 
levers available to build the culture you want. Current leadership programmes should already be
 contributing to your target culture. Your culture assessment will provide feedback on leadership
 programme effectiveness, so it can then become more closely aligned to the culture priorities.[/vc_toggle][vc_toggle title=”We’ve had lots of communication, now what?” open=”false”]

‘Talk’ is the easy part, but it’s achieving the ‘walk’ that’s the primary
 contribution of our Culture Transformation System. If you’ve done lots of communication of values 
or cultural goals, you’ve already lifted the bar and delivering on the ‘walk’ becomes all the more important.[/vc_toggle][vc_toggle title=”What if we’re already measuring engagement?” open=”false”]

Work on culture goes to the heart of many frustrations 
employees have in their working life: slow decision-making, politics, bureaucracy, people not keeping their word,
 or ideas not being valued.

By looking at the values, beliefs and behaviours that are the norm in the company, our culture process will uncover the root cause of these characteristics. Work on culture is
 the long-term fix for high engagement.[/vc_toggle][vc_toggle title=”How do we engage the senior team?” open=”false”]In our experience, you can make a start on culture management without full
 engagement of the senior team. Our Culture Leader’s Programmes are a good place to start if
 you don’t have full executive engagement yet. They show you how to calculate the business benefits 
of an investment in culture, so that you can convey these to senior executives.[/vc_toggle][vc_toggle title=”How can we link local culture to head office’s chosen direction?” open=”false”]

If your global or national organisation has already communicated a set of values that may not be linked to a programme, we can help these come 
alive. The Walking the Talk methodology takes into account global influences. We measure their impact
 in our Culture Assessment, so you can consider their contribution as you move through the
 Culture Planning Process.[/vc_toggle][vc_column_text]

Contact us to find out more

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