Organizational culture

It is the set of underlying values and beliefs that employees of a company share. It is unwritten yet understood and often taken for granted. Each organization has a distinct culture that represents the beliefs of the company’s founders, decisions of its top managers, types of people who work in the company, and the environment in which the company operates.

Culture is a way to getting things done and it is all about the behaviors that are encouraged and rewarded. A culture may be helpful in a specific context but when the context changes it isn’t easy for an organization to change and behave differently. Changing culture is about changing people, and this is not easy.

Our passion is creating a space where people talk about culture and we design a structure for conversations which is flexible to move with the needs of the participants.  We not only consult organizations, but we also participate in various events such as presentations for an audience, facilitation of teams, and facilitation or trainings.

Our philosophy to drive a culture of innovation is creating psychological safety in teams for every individual to have a voice:

  •        Meaningful purpose – everyone must believe that their work matters
  •        Environment to grow – everyone must feel safe to experiment, learn and grow
  •        Environment that seeks inspiration and innovation from all

Developing Cultural Competence

We help leaders, managers and professionals to develop the cultural competence to feel comfortable and work successfully with others across the globe.  Our approach helps people to learn about others as they learn about themselves, their own assumptions and cultural influences. We design workshops, conversations and other interventions by incorporating a variety of learning techniques that resonate with different learning styles, thereby touching the emotional, cognitive and behavioral levels.   The core strength of all our interventions is an interactive experience – participants learn from and share with each other, so that they may continue this dynamic upon their return to their regular work.

Leading and Working Virtually

Deep connections and successful collaboration across time and space. In our work with business leaders, managers and teams who work virtually, we find the main reason why they struggle is that they are leading and working as they would with colleagues onsite, and this will not work.  Technology and distance changes how we relate to each other, how leaders influence, and how we build connection. To succeed leading and working virtually, leaders and teams need to develop virtual competence – the knowledge, skills and ability to understand the impact of technology on building relationships and achieving results, and to respond effectively with colleagues, customers and other stakeholders in different geographies.

Our approach is based on research from universities, where they have developed theories and models which have been extensively tested.  We have unearthed the key learnings from these studies and tested them with business leaders, managers and teams. Consequently, our advice is grounded in robust research with effective application.

Leading Multicultural Virtual Teams

Creating an environment which leverages the diversity of ideas while connecting virtually. The potential for multi-cultural virtual team to outperform local teams has been proven. The diversity of ideas combined with the geographic reach can have a positive impact on creativity and performance. The hurdle is that this requires a new way of working, inspiring, connecting, building trust and achieving results.

We work with multicultural teams to reach their potential.  We design programs which address all three elements of the team:  cultural competence, virtual competence and team development. We know that team members need to work together virtually thus we design programs that include exercises and conversations using the technology available. We uncover the impact of cultural differences on the team and help team members to use the diversity as a strength. We understand the development process of a team and support the team as needed at each development stage. By incorporating the culture, team development and virtual working simultaneously, we can create a learning and sharing space that mirrors the reality of the team.