Culture

Where you should be

The beliefs, values and norms, which lead to increased or decreased productivity should have been properly identified and the impact of organisational changes on staff beliefs and behaviour sufficiently managed. Approaches which impact on the culture of the organisation are the development of team working; effective, open handling of conflict; and attention to the management of staff satisfaction, commitment and creativity.

Where are you now?

• Have the beliefs, values and norms of the organisation which lead to increased or decreased productivity been identified ?
• Have levels of staff satisfaction, commitment and creativity been managed ?
• Have organisational, departmental and individual conflicts been handled openly?
• Have effective team working approaches been developed ?
• Have the impact of changes due to mergers, take-overs and external influences on staff beliefs and behaviour have been managed ?
  

How we can help you to get there

• Organisational culture change
• Conflict management
• Employee surveys
• Assisting in the HR aspects of mergers, acquisitions and transfers
• Communication workshops
• Managing diversity and cross cultural issues

Our Experience

• Evaluate & review
• Research project into Stress in professions allied to medicine during a period of organisational change.
• Provision of stress management programmes linked to organisational development for a range of clients.
• Rehabilitation through counselling of several senior staff through examination of work related stress issues, focusing on life balance and change.
• Facilitating the mergers of several organisations working with diagonal slices of staff on change and culture issues.
• Several interventions in a range of public and private sector organisations resolving longstanding conflicts in teams through facilitation with improved performance as outcomes. E.g. MHSS, North Cheshire Hospitals NHS Trust.

"Without exception both I and my management team members found Shelly to be exceptionally well skilled to perform the tasks required. She worked with each team member in a manner, which was both honest and compassionate and demonstrated the skills and competencies necessary to blend together the organisational imperatives imposed on a public body with the individual perspectives of each person working within it." Human Resources Director"

A Successful Organisation

• Keeps a strategic view
• Has a structure that helps rather than hinders
• Creates a culture which energised people at all levels in the system
• Rewards people for what they know as well as what they do
• Allows people for what they know as well as what they do
• Allows people to make decisions because of knowledge, not seniority
• Manages conflict (doesn't suppress it)
• Rewards co-operation
• Values individuals and differences
• Relates well to pressure
• Learns from mistakes
• Communicates openly

Please contact us if your organisational needs a culture change