Real Culture™: Values-Driven Organisations

In our Real Culture framework, we use these 4 steps: articulation, communication and cascading, realisation and alignment and sustenance.  In articulation, we identify the desired core values and behavioural statements. In communication and cascading, we make the culture known to all employees and management in the organisation. In realisation and alignment, we conduct workshops for all employees and management to experience the core values. In sustenance, we implement the initiatives to sustain the desired values-driven culture.  Organizational culture, organisational culture, organizational strategies, organizational strategy, organisational strategies, organizational strategy, organizational climate, organisational climate, organizational design, organisational design, management approach, collaborative leadership, organizational performance, organisational performance, sustainable value, employee performance, organizational effectiveness, organisational effectiveness, strategic approach, management styles, performance outcomes, human capital management, organizational objectives, organisational objectives, corporate sustainability, capacity management, capability development, organizational processes, organisational processes, organizational settings, organisational settings, training employees, employee engagement, comprehensive framework, articulation, core values, behavioural statements, communication and cascading, realisation and alignment, sustenance 

According to the Iceberg Model, what is seen of an event or phenomenon constitutes a fraction of the real happenings that are determined by the unseen elements below the “water”.

Similarly what is seen of a behavioural manifestation in individuals, teams and organisations is just a fraction of what is really happening in them. The observable behaviours are the manifestations the elements that influence them. Such elements include the beliefs, values and assumptions the individuals, team and organisations. Organisations are basically made up of people. In essence, a person’s belief and values directly influence his/her observable actions and behaviours.

Jim Collins, the author of the best-selling book Good to Great, found that great companies hire the right people whose values are aligned with the organisation values. When such personal values and organisation values are aligned, organisations are poised to achieve great things through their people.

Real Values-Driven Culture provides the framework to facilitate organisations to have a clear sense of core values that influence and drive organisational behaviours in their bid to achieve organisational goals.

The four phases are: Articulation, Communication and Cascading, Realisation and Alignment, and Sustenance.

The four phases can be implemented over 3-6 months depending on the client's needs and resource availability. Clients can expect to be guided by PACE consulting team to articulate their organisation core values, formulate strategies to communicate and cascade the values, ensure their people live out their espoused values, identify the policies and practices that need alignment and finally put in place key initiatives to sustain the core values within the organisation.