Values first. Then the culture built on them.
We help leaders define the values their people can name, and build a culture where the best people want to stay.
Culture sits on a foundation. That foundation is your values.
Culture is bigger than values. It is how the work gets done here. But when the values underneath it are unclear, or not shared, even a strong culture comes apart.
Values alignment
Shared values are the foundation, and they are not negotiable. Everyone on the team, from the CEO down, can name them and lives them in how they work, hire and treat each other.
Culture fit
How the work actually gets done here: the timing and pace of work, how people communicate, the environment the team works in, and how the team handles absences and departures.
Four of the 7 Sticky Factors live in your culture.
These are the questions we help leaders answer honestly, with data, before anything changes.
Values People Can Name
Do your people know your values, and see leaders live them?
Trust
Do your people view their manager as someone they trust?
No One Gets a Pass
Are you protecting toxic employees?
Connection
Do people feel they belong and have teammates they count on?
Define it, measure it, build the team around it.
Values Your People Can Name
We work with your leadership team to define what your organization stands for, in words people remember and can act on. Then we turn those values into how you hire, promote and part ways.
Where Your Culture Stands Today
Before anything changes, we measure it. Your organization is scored on the 7 Sticky Factors, so you can see where you are strong and where people are leaving.
Trust Forward
A five-hour working session for intact teams on building trust, healthy conflict, commitment and accountability. Built on Patrick Lencioni’s model in The Five Dysfunctions of a Team.
Hire for Values, Then Fit
Every new hire is checked for values alignment first, then culture fit and experience, so the culture you define is the culture you keep.
See how we hire →One organization came to us with 45% turnover.
- Defined the core values.Leaders agreed on what the organization stands for.
- Built the team around them.Every role and every hire tied back to those values.
- Identified who was not aligned.Values misfits do not stay.
- Put people where they are strongest.Each person’s strengths matched to their role.
Six months later, turnover was 0%. It held at 0% for more than 18 months.
Tell me what is going on.
Send me a note about your organization and I will get back to you personally.
Let’s Talk