“It is not the strongest or the most intelligent who will survive, but those who can best manage change”

-Charles Darwin

Cultural Alignment Roadmap

The exponential growth of communication and technology has accelerated the advancement of all other external pressures for change. As a consequence, organisations are becoming more permeable and are being forced to move from living in their own world, untouched by the outside, to behave in highly interconnected ways.

Whilst this radical shift brings the benefits of greater access to the latest technologies, tools, and resources, it also brings the challenge of managing the constant, fast-paced change necessary to survive and grow.

Competition has never been as fierce as it is today

In order to survive we must adapt

Align employees to the vision and strategy of the organisation

Create a strong culture that responds efficiently to changing market conditions

Establish a customer-centric culture

Develop a strong, cohesive leadership team

Attract and maintain talent by transitioning to a collaborative approach to work

Stakeholder integration and collaboration

Competitive advantage is no longer determined by having the most efficient and updated technologies, tools, and resources. This is simply necessary to operate in a globalised market. Employees who bring their creativity to work, collaborate with others, embrace change quickly, and have irrepressible enthusiasm bring the best prospect of sustainable growth and financial success to any organisation. This is known as an organisation’s ‘Cultural Capital’ and it has become the new frontier of

competitive advantage.

“No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”

-Jack Welch

“Your success in life isn’t based on your ability to simply change. It is based on your ability to change

faster than your competition, customers and business.”

-Mark Sanborn

Cultural Capital is strengthened through aligning culture with

a guided vision by using a values-driven approach. When an

organisation builds and aligns a values-driven culture, they attract

and retain talented people, reducing their cultural entropy*.

When people are inspired by a common vision, they focus

their energy and effort in the same direction; reducing conflict

whilst increasing employee engagement. As a consequence,

the success of an organisation becomes the success of the

employees as well.

Organisations worldwide are becoming aware of the importance

of building and aligning values-driven cultures, strengthening

cohesion in their executive and management teams, and

developing authentic leadership capability. These key ingredients

build sustainable competitive advantage, continued growth, and

financial success.

Cultural Alignment

*Cultural entropy: measure of the amount of energy that is consumed in doing

unnecessary or unproductive work. The amount of conflict, friction and frustration

that employees encounter in their day-to-day activities that prevent them and the

organisation from operating at peak performance. (Barrett Values Centre, 2012)

Support the success of a merger or acquisition

c u l t u r a l A l i g n m e n t

Reasons to begin a Cultural Alignment Journey

New system / process implementation

STRATEGY

VISION

Shareholder Pressure

AdaptabilityResilience

Values - DrivenVision - Guided

Cultural Capital

Customer’s Pressure

Innovative

Competitors

Environmental

Pressures

Laws and Regulations

Advances in Technology

Competition for Talent

THE ORGANISATION

Personal Alignment: 360° leadership assessment tool and an executive coaching program with each leader.

Inter-Team Alignment: 2 day off site workshop to deliver inter-team cultural diagnosis, consolidate the vision, and prioritise the values required to achieve the organisation’s strategy.

Stage A Commitment and Measurement Modules

Stage B.2 Top Team Alignment

Stage BThe Cultural Alignment Plan

Our Tools

The cultural alignment journey begins with the personal commitment of the top leadership team. The leaders of the organisation must own the process and personally drive cultural alignment.

A comprehensive diagnosis of the organisational culture is gathered through the use of powerful tools that measures current and desired cultures. The data, is then used to plan the journey and measure its success at a later stage.

Cultural Alignment begins with the alignment of the leadership team. If the leadership team is out of alignment, working in isolation, or in conflict with one another, the whole organisation will adopt a similar approach, leading to a high level of cultural entropy. The higher the cultural entropy, the less profitable the organisation.

The critical factor for creating high-performance organisations is to build strong, cohesive leadership teams.

The Top Team Alignment program kicks off with a two day workshop and subsequent quarterly workshops to address conflicting priorities, build cohesiveness between divisions and co-create the vision with the purpose of aligning the goals of the top team.

Barrett Values CentreLeadership Values Assessment (LVA)™

Small Group Assessment (SGA) ™

Cultural Values Assessment (CVA)™

Human SynergisticsLife Style Inventory (LSI)™

Group Styles Inventory (GSI)™

Organisational Cultural Inventory (OCI) ™

The cultural alignment plan is a tailored, integrated strategy to translate the cultural alignment journey into concrete actions. Many change initiatives fail because of too much ‘talk’ and not enough ‘action!’ The cultural alignment plan may include holding organisational-wide focus groups, delivering values-driven training, and manager-led initiatives. The cultural alignment plan directs the team or organisation to achieve a whole-system culture change.

Components of Top Team Alignment

T h e c u l t u r a l A l i g n m e n t J o u r n e y f o r T e a m s a n d o r g a n i s a t i o n s

Stage B.1Cultural Transformation Workshop

A cross department team is selected to develop and tailor a practical, iterative cultural development plan. After a “Requirements Elicitation” session, a “Cultural Backlog” is constructed which will serve as a guide in the development of the Cultural Development Plan.

Items that can be part of a Cultural Alignment Plan: Authentic Leadership Program Gallup Strengths Finder Workshop Top Team Alignment (see below)

Kristyn HaywoodFounding Director

Our Vision

A b o u t P e o p l e S u c c e s s

Our Values

Our Mission

Our vision is to live in a world where every organisation is purposeful and inspiring. Talented people are fulfilling their creative potential by working within cohesive teams that deliver consistent value to all stakeholders.

To partner with executives, senior management and human resources teams to deliver cultural alignment programs and develop authentic leadership capability that advances the achievement of our clients’ vision and strategic objectives.

Customer Collaboration—We work together to co-design culture and leadership programs that address our clients’ unique objectives.

KRISTYN HAYWOOD

Kristyn has been developing leaders and top teams for over twenty years. With a deep understanding of the link between values-driven, conscious cultures, authentic leadership capability, and strong revenue growth, Kristyn and her team of consultants work with leaders, from their deepest structures, to help align their values, beliefs, and mindsets with their behaviour to achieve sustainable change.

“Kristyn has assisted myself and Downer on a number of business realignment projects, including the difficult leadership problem of rebuilding a fractured relationship within an alliance team. Kristyn’s customised programs helped us turn around the team’s behaviours, with the team refocused on delivery of common goals. Furthermore, Kristyn’s coaching and advice have assisted me personally as I navigate through the leadership pipeline.”

Peter Munro, Operations Manager West at Onsite Rental Group

“ I have had the pleasure of attending programs delivered by Kristyn and People for Success and can vouch for the improvement in my performance as well as my peers. Kristyn’s fresh and engaging style coupled with her extensive business knowledge really allows people to learn and improve. I would highly recommend Kristyn and her team for any business or team seeking to obtain tangible results.”

Ralph Nunes, Program Lead 777 Boeing Aerostructures Australia

Kate Silverback, Human Resources Manager Novion Property Group

“We have been running People for Success’ Authentic Leadership Program and the feedback from these sessions is exceptional. I have no hesitation in recommending Kristyn and her team to businesses looking for leadership education that will generate positive business outcomes long after the program has concluded.”

Our Founding Director

Results-Driven—We measure our programs against our clients’ objectives to demonstrate the success of our partnership.

Making a Difference—Our services make a positive contribution to the personal and professional development of all members of the organisations we work with.

Teamwork—We believe in building trust, being honest, having fun, and being clear in our communication. Continuous Improvement – We believe at getting better and better. Our programs are always evolving, and so are we.

P: +61 2 9943 1520 M: +61 419 421 332

contact@peopleforsuccess.com.au

www.peopleforsuccess.com.au

G.P.O Box 740, Gordon 2072, NSW, Australia