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Drive a major cultural transformation by discovering and defining authentic and strategic core values.

This large corporation was going through major transformation – a purchase, leadership change, brand refresh, and the goal to scale significantly. They knew that core values were foundational to internal alignment and buy-in, but wanted to ensure they both reflected the employee’s values and clearly defined the future expectations it would take to drive employee performance and behavior.

After using the data-driven PATH core values process, they were able to identify cultural areas of opportunity, align their leadership as the key drivers of the process and define powerful core values to last as the company transformed.

 
 
 
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Client Impact Story

Aligning employees to drive performance.

This client, a large corporation, needed to balance authentic core values with the strategic need to change to achieve big goals.

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Step One

Identify the Opportunity

They needed a data-driven alignment process to help them authentically align around the strongest parts of their culture, while identifying the strategic areas of opportunity.


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Step Two

Find the Solution

Our extensive change management process – including a culture survey, many internal discovery & alignment meetings, a full leadership development seminar, gave this client the foundation it needed to make significant strategic changes to their culture.

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Step Three

Take Action

Workshopping the data from the change management process, we guided this client through a core values workshops to build a set of core values they could use to drive their transformation and business performance long term.


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Step Four

Understanding Impact

They now have the cultural tools they need to incentivize and recognize employee performance, attract top talent and push to achieve big business outcomes together.

 

Data Defines Direction.

Our extensive change management process – including a culture survey, many internal discovery & alignment meetings, a full leadership development seminar, gave this client the foundation it needed to make significant strategic changes to their culture.

 
 

key insight One

Managers Are Your Key Cultural Touchpoint

We’ve all heard it – People leave managers, not companies. It’s just as true with Core Values – if your managers aren’t aligned with your values your employees will know it. This client has big opportunities to drive better engagement with managers – foundational to the success of the initiative.

key insight Two

Behavior is Modeled from the Top

Even though managers are the closest and consistently most important touch point, employees look to leadership’s behavior to see if the values will be lived fully. If the Leadership Team isn’t aligned and modeling the values - in both action as individuals and in how their teams are run - even the best core values process will quickly fall apart.

What is the most important factor to you?

*Top Response - Trustworthy Leadership

key insight THree

Authentic Values Don’t Always Serve the Strategic Need of the Business

Values may be real and important across the company’s culture, but they may not reflect what the organization needs to do to achieve it’s long-term goal. The healthy tension between authentic and strategic values can help you build a more powerful tool to drive employee behavior.

 
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Reflection.

Introducing a new product to the market requires listening to and understanding the needs of your customers.  By launching innovations with research, you can save millions of dollars.  In addition, the process can identify new opportunities for innovative products to better meet your customer needs. 

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