culture catalyst

Revitalize Your Culture, Supercharge Your Performance

Is your organization facing challenges like:

  • High turnover rates?

  • High absenteeism?

  • Low productivity?

  • Low engagement?

Or maybe you want to set up a great culture from the beginning.

If you answered yes to any of these, our solution is designed specifically for you. Achieve higher retention, reduce absenteeism, and boost engagement to benefit your bottom line, amplify your impact, and enhance the well-being of your team. Transform your organization into a thriving, high-performing entity where everyone wins.

10 reasons to improve organizational culture:

1. Enhanced Employee Retention: A positive culture fosters loyalty and reduces turnover, saving the organization time and money associated with recruiting and training new employees.

2. Increased Productivity: When employees feel valued and engaged, they are more motivated to perform at their best, leading to higher productivity and better overall performance.

3. Improved Morale and Engagement: A supportive and inclusive culture boosts employee morale and engagement, which translates to a more motivated and committed workforce.

4. Attraction of Top Talent: A strong organizational culture is a key differentiator that attracts top talent. People want to work for organizations where they feel they will be valued and can thrive.

5. Better Collaboration and Teamwork: A positive culture promotes open communication, trust, and collaboration, leading to more effective teamwork and innovation.

6. Enhanced Reputation: Organizations with a strong, positive culture build a better reputation, both internally and externally, which can lead to increased customer loyalty and business opportunities.

7. Higher Job Satisfaction: Employees who are happy and satisfied with their workplace are less likely to leave, reducing turnover and fostering a stable work environment.

8. Increased Resilience: A positive culture helps organizations navigate challenges and changes more effectively, as employees are more likely to support each other and work towards common goals.

9. Alignment with Organizational Goals: When employees understand and embrace the organizational values and mission, they are more likely to be aligned with the company’s goals and work towards achieving them.

10. Reduced Absenteeism: A supportive work environment reduces stress and burnout, leading to lower absenteeism rates and a more reliable workforce.

Investing in a better organizational culture is a strategic move that can drive long-term success and sustainability for both the managers and the organization as a whole.

  • Our Culture Catalyst solution empowers you to break free from negative patterns that are holding your organization back. Just like a winning sports team, a positive culture drives better performance.

  • 1. Assess your culture

    We begin by engaging your team in a culture audit to help understand where you are now, and what main areas might serve as areas to target.

  • 2. leadership 360s

    At the same time as the culture audit is being completed by staff, we engage your leadership team in 360s to gain a better sense of their leadership styles, values and next steps.

  • 3. team coaching

    After we review the results of the culture audit, and 360s individually, we engage your leadership team in our CONNECT team coaching. Team coaching is proven to help teams improve performance by focusing on communication and collaboration.

connect

team coaching

The foundational element of the CONNECT model acknowledges that teams operate in complex environments. Team members may change roles or come and go, and no single person has an identical understanding of the team as anyone else. Team experiences are collective, and the results they produce impact both the team and the broader systemic context in which they operate (Leary-Joyce & Lines, 2018). The key elements of the CONNECT model are:

Culture | Outside in | New eyes | Network | Expectations | Capital | Trust

Download our CONNECT Team Coaching model below to learn more.

WHAT’S INCLUDED

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    Culture.

    Effective teams understand that culture is a felt sense of how the team is with one another. A good culture is a felt sense of trust and belonging, where people can challenge ideas in service of the purpose, and hold both themselves and others accountable (Lencioni, 2002).

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    Outside in.

    Teams exist to create a result in the world - that might be a great learning environment, hitting quarterly sales targets, or developing a new app on time and on budget. We help teams clearly define who they are serving and why. Once this is clear for the team, we review this and make it central in all of our coaching sessions.

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    New eyes.

    Marcel Proust is attributed to saying “the real voyage of discovery consists, not in seeking new landscapes, but in having new eyes”. Japanese customs frame the importance of shoshin, or keeping a beginner’s mind. We help teams see with new eyes, reframing their beginner’s mind about their team and their purpose. We will build on your understanding of your culture, and who you are serving to help you see your team with new eyes - and excitement.

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    Networks.

    Networks are webs of relationships. Networking isn’t about getting things from people, it’s about creating conditions where we honour each other and provide the space for everyone to thrive - it’s about building relationships with the people on our team(s) to bring our humanity into our work. We encourage team members to track their relationships and interactions throughout our engagement. We help you ask: What relationships are strong? What relationships could be stronger? What is one action you can take this week to strengthen that relationship?

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    Expectations.

    While we sometimes feel like expectations are clear, how well understood are they by the team? We help teams understand each other’s expectations through listening; How clear are our expectations of each other? Are your expectations of me lined up with my expectations of myself? Do these expectations align with our collective goals and outcomes?

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    Capital.

    Articulating the capital needs of the team is important. This is important not only in the private sector, but also the public sector, the non-profit sector and academia. How do we as a team talk about money? What is our relationship with money, both individually and as a team? How does money help us or get in our way?

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    Trust.

    Good teams carry forward their culture, even as team members come and go. Good sports teams know this - they are not defined by one team member, they are defined by their collective identify as a team. Chang et al (2012) found that both team member EQ and leader EQ are positively associated with intrateam trust, which in turn positively relates to team performance. High EI by leaders and / or team members increase intrateam trust and therefore performance. They define intrateam trust as the shared belief of team members about each other’s dependability and the extent to which others care about the team interests. We help teams build and deepen each team member’s EQ through providing the opportunity for teams to discuss this collective, as well as individual sessions with each team member.

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