LSF HR Consulting's

Culture Transformation

"Culture eats Strategy for breakfast"
"Organizations don’t change; people do. You cannot expect your culture to change unless you are willing to transform yourself as a leader."
"Culture is not like a machine that you can construct and manage. It is more like a living plant that you have to nurture."
"What you can measure, you can manage."
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OUR PROCESS

Changing an individual’s behaviour is a daunting task. Changing the behaviour of every individual in an organization might seem impossible. However, with an informed approach to culture transformation and a commitment to staying the course, you can successfully take your company from point A to point B and make the behaviour change that is required. Culture transformation starts with the identification of either a problem or an opportunity. Once you have determined where you are (point A) and where you want to be (point B), you must chart a course to help you get there as efficiently as possible.

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Our culture transformation approach

Understand What Your Culture Is Now & What It Needs To Be

ENVISION

First, we will walk you through an organic assessment of your organization that includes a penetrating look at the following strategic pillars:

Pillar 1, The Foundation: your organizational culture

Pillar 2, Organizational Model: your leadership and management

Pillar 3, Capability & Infrastructure: your operations and team

Pillar 4, Business Growth: your marketing and sales

Pillar 5, Customer Value: your clients and delivery

Pillar 6, Efficiency & Replication: your technology and systems

Pillar 7, Revenue & Profit: your financial growth targets

Understand What Your Culture Is Now & What It Needs To Be

ENVISION

First, we will walk you through an organic assessment of your organization that includes a penetrating look at the following strategic pillars:

Pillar 1, The Foundation: your organizational culture

Pillar 2, Organizational Model: your leadership and management

Pillar 3, Capability & Infrastructure: your operations and team

Pillar 4, Business Growth: your marketing and sales

Pillar 5, Customer Value: your clients and delivery

Pillar 6, Efficiency & Replication: your technology and systems

Pillar 7, Revenue & Profit: your financial growth targets

Break Down What Your Culture Is Built On

ENABLE

Once we identify the pillars of your organization, we will engage your Senior Leaders (through workshops/ focused sessions) to identify the patterns of your active, dominant culture and the patterns of your passive, underlying culture. We will look structurally at what’s working and what’s not working as it relates to these strategic pillars. Finally, we will rethink your culture and break down the parts of your organization that need to be simplified, expanded, and clarified.

Build A Manifesto, Collaborative Vision, Communication Code, & Similar Culture Docs

ENGAGE

It’s time to catalog and rebuild your culture by separating it into easily digestible documents and systems that will be used during your recruiting, interviewing, hiring, onboarding, training, and promotion processes. These documents (or scrolls, as we like to say) become the lifeblood of understanding your culture and helping your people have it integrate into everything they do and in every part of your business.

Build A Manifesto, Collaborative Vision, Communication Code, & Similar Culture Docs

ENGAGE

It’s time to catalog and rebuild your culture by separating it into easily digestible documents and systems that will be used during your recruiting, interviewing, hiring, onboarding, training, and promotion processes. These documents (or scrolls, as we like to say) become the lifeblood of understanding your culture and helping your people have it integrate into everything they do and in every part of your business.

Evaluate & Reinforce Your New Culture With Your People

ENERGIZE

We’ll start with a unique kick-off experience to help you build energy and excitement for what your organization is and what it’s becoming. We will work with your organizational leaders and top influencers to play a large role in evaluating, supporting, and ultimately reinforcing the new direction the culture is taking.

Formal Standing, big size

"It takes 6 WEEKS to copy IP,
6 MONTHS to copy Business Model but 6 YEARS to copy Culture."

We all have witnessed the above statement come to life repeatedly in the Business world. Just consider the sheer number of companies that have tried to replicate Apple & Google’s culture, with little success. On the other spectrum, intellectual properties (like patents) and successful business models (like Uber) are being replicated all around the world. In order words most businesses struggle to form a consistent culture. 

We define, “Culture as a glue that keeps diverse Teams together.”

AALOK GUPTA

Managing Partner, LSF Global

"It takes 6 WEEKS to copy IP,
6 MONTHS to copy Business Model but 6 YEARS to copy Culture."

We all have witnessed the above statement come to life repeatedly in the Business world. Just consider the sheer number of companies that have tried to replicate Apple & Google’s culture, with little success. On the other spectrum, intellectual properties (like patents) and successful business models (like Uber) are being replicated all around the world. In order words most businesses struggle to form a consistent culture. 

We define, “Culture as a glue that keeps diverse Teams together.”

AALOK GUPTA

Managing Partner, LSF Global

Formal Standing, big size

Five Areas to Grow your Culture

Growing your desired Culture

Creating a culture of engagement is similar to gardening. For that reason, we use the phrase “growing your culture” in order to remember that it is an organic process. It takes intention, planning, time, attention, and adjustments based on conditions. There is not a prescriptive linear way to do this, however we’ve identified five areas for growing your desired culture:

  • 1. Leadership Commitment
    Everyone knows that leadership is essential to transform a culture, but often the roles and responsibilities are not entirely clear. Here are some tips to create leadership commitment at all levels of the organisation.
  • 2. Roles of Supporting Culture
    Just as you have leaders responsible for HR, finance and communication, you also need a leader to address the cultural journey, to ensure that it is taking place. Someone must be assigned to the role; it’s not going to take care of itself.
  • 3. How to Define & Grow your Culture
    Many leaders think that culture is created by defining core values and implementing them. It’s so much more than that. The real work is to align the different aspects of your culture. Creating your desired culture should be engaging, tangible and visible in daily interactions.
  • 4. Structural Alignment
    You must consistently work together on culture with the various parts of the organisation including HR, communications, and strategy, in addition to the top leadership team. Working collaboratively on culture is extremely important and easily missed.
  • 5. Follow-up and Learning
    Transforming culture is an iterative process. Building feedback loops for learning and growth is one of the most commonly forgotten about steps in the journey. These steps will help you to learn where to focus your attention and also let you know when you need to correct your course.

What Our Clients Say

“Very interactive and interesting session that I got lots of inspiration not just about my job but also my life. The facilitator can introduce all the concepts clearly with real examples. The correlation between the working principles and competency that I can apply in my job”
Yuki
YukiShiseido
“Excellent. Facilitator is very knowledgeable and session was very well planned and executed. Big thumbs up for his time and effort. Very clear with areas of improvements, now its a matter of planning and executing improvement plans..”
Rajeev
RajeevAXA
“A very good reminder to me with most of his powerful statements. I like the formula of “ principles lead to actions /behaviour and to competence. Also, I like the reminder of “Balanceing”.” Culture Transformation workshop
Amanda Wong
Amanda WongShiseido
“It's a very intensive and useful session. The facilitator has high energy level and is good at expressing ideas/concepts.” Culture Transformation workshop.
Stephen
StephenHSBC-MPF
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From Design to Implementation

We will partner with your C-Suite to build a clear and compelling cultural identity that is dynamic in how it defines and evolves your organization’s purpose, direction, and values where people are fully aligned and accountable.

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