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CULTURES THAT TRANSFORM

Lead the Shift. Shape the Future.

Purpose-driven organisations ask the question ‘How do we get there?’. A critical answer? ‘Our Culture’

For most organisations, culture happens to them. For the elite, they meet it where it is & shape it to accelerate towards purpose & vision.

 

“We leverage culture diagnostics to assess the culture of today, idealise the culture of tomorrow and co-create the journey for achieving it.”

Our Culture
Shaping Practice

A critical factor in successfully shaping a Culture is in balancing the investment in people with the focus on enabling the system.

When do you stop shaping a culture?
Never.

PEMALYST
Culture Framework

Diagnose, Define & Determine the Cultural Delta

  • Assess the Current State of Culture and all input to status quo.
  • Determine the Culture that delivers on the Future.
  • Establish (using the 4 Quadrants model) what needs to be addressed.

Phase 1

1 Month

4 Quadrants of Culture in Action

  • Top Team & Cohorts: Run the Accelerator workshop.
  • Establish Communication & Engagement Plan.
  • Determine priorities for System changes.
  • Curate capability programmes.

Phase 2

1 – 2 Months

Execute

  • Coaching support for workshop participants.

  • Roll-out of Communications & Engagement Programmes.

  • The Culture Team: An internal + Pemalyst PMO representing a cross-section of org.

  • Execute Capability Development.

  • Deliver system interventions.

Phase 3

3 – 6 Months

Tracking, Cascading & Enabling

  • Pulse Feedback Surveys.

  • Cultural targets embedded in the performance management system.

  • Culture Playbook (leader-led coaching).

  • Culture talent cycle: attract, onboard, measure, develop & performance management.

Phase 4

Concurrent with Phase 3

Our Process

Diagnose
  • Phase 1 is a deep diagnosis of culture today vs. culture tomorrow. It is about framing the from and to of culture based on an honest look at the ‘what and why’ of culture today, and demands an honest look at what shapes and allows the culture to exist as it does. We then workshop the culture of the future, expose the delta and leverage our ‘4 Quadrant’ method to create the culture plan.
  • We drive a series of cohort workshops to ensure that i) we onboard a cross section of the organisation into the why, what & how of culture. More importantly, the who – everyone is a culture warrior. Leaders exit the workshop with a narrative, inclusion in the plan and the empowerment to drive change.
  • In this process, we also assess the best individuals to join the first ‘culture team’.
  • First on the agenda is to form the culture team between your organisation and Pemalyst. This is a diverse representation of the organisation, who will track, measure, and capture culture as it evolves. More important, they have a direct line to the C – Suite and report regularly on where, why, who and how culture is taking the shape we desire – and where it is struggling to do so. This gives Senior leadership the consistent opportunity to celebrate cultural heroes and victories, while supplying critical resources when and where culture lags.
  • Using the mechanisms described in Phase 4, the key to our success here is in the normalisation of the evolving culture. Through formal and informal activities, the organisation learns to behave like a purpose led organism that continues to evolve.
  • This is the phase where Pemalyst naturally exits the partnership in order to make room for leadership to ensure that culture is never a project, always a priority of leadership.

Shape
Sustainable
Culture That
Delivers

Connect with our team to get started.