Culture Change

How impactful is your change effort? Do you witness visible changes in behavior that drive results at all levels of the organization?

With culture change the odds work against you. The degrees of freedom are tightly bounded by the DNA of your company. You can only shape certain elements of your culture. This can only be done through developing leaders who serve as role models for the desired behaviors at all levels. It takes time, diligence, and perseverance.

Yet there is no bigger reward than seeing the impact of culture change, whether it brings out a spark within an organization or transforms a company into a "winner."

    The Ripples Group can help you:
  • »Understand your culture and how you can use it to
    »drive change
  • »Diagnose the dysfunctional behaviors that need to change
  • »Identify the elements of culture that will be conducive to
    »high performance
  • »Develop a comprehensive plan to shape the culture in the
    »desired direction
  • »Build the leadership team who can actualize the culture change
  • Case Examples
Culture Change in a Global SP
Client: Fortune 100 global service provider.
Situation: The new CEO was looking for cultural change.
Ripples Approach: Ripples worked with the firm's leadership to define the desired culture, identify the dysfunctional behaviors that need to change, and develop a master plan for culture change. Ripples conducted workshops with the top 150 leaders to help shape the culture and lead the change.
Result: Visible changes in behavior were observed after 18 months; the company’s DNA is clearly evolving into that of a responsive and innovative organization with a can-do attitude and high-performance culture.
  • Ideas in Practice
    Culture Change
  • The essence of any business transformation is cultural change, yet this is also the single most difficult challenge. Everyone wants "the culture" to change, but what is culture? And how do you change it?
  •  Read More
  • Recommended Reading
Corporate Culture Survival Guide
by Edgar Schein