Any kind of important change management effort — building or-rebooting a culture of innovation, re-orienting your company around customers, digital transformation — requires identifying the desired behaviors and findings ways to encourage and scale them. It also requires setting up the conditions for those behaviors to be sustainable over time.
stages of culture change.We work with companies to jump start change through customized culture sprints, which allow teams or departments to start focused and fast and make tangible progress creating the “alpha version” of their change program. We collaborate with client teams to design and plan the sprint, to align on desired behaviors, identify critical blockers and run immersive “activation session.” The core of a culture sprint is a two-day activation session. Day one of the session provides an opportunity for attendees to “live” the desired behaviors, while day two focuses on BEANstorming. A typical sprint runs 6 to 8 weeks and concludes with and a plan for implementation to activate, spread, and scale the culture change. Download a quick guide to the
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- Design the right operating model to achieve the optimal structure, processes, and decision rights for the organization.
- Define a talent strategy that articulates future-oriented leadership & talent competencies and leverages best practices to attract, develop, reward and retain the right talent.
- Identify beliefs & behaviors to uncover employee jobs to be done, organizational unwritten rules, and create behavior enablers, artifacts, and nudges (BEANs) to align individual purpose with organizational purpose and to facilitate behavioral change.
- Activate change management through a systematic program to mobilize people, develop change capabilities, and reinforce individual accountabilities for change.
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Building Innovation Capabilities
For more information about how we partner with clients on building enterprise innovation capabilities, explore additional services.