Cultural Brilliance System
The 3 Phases of The Cultural Brilliance™ System
We help organizations become experts on their own CULTURE! Through our three phase Cultural Brilliance System, we help organizations uncover how their culture operates, design systems that pro-actively adapts to change, and integrate new mindsets, behaviors, and strategies to support your success.
Phase One: Authenticity
During this foundation phase, we uncover how your culture really operates. We use this information to identify specific cultural alignments and conflicts and then determine how they impact business success factors, organizational strategies, and team outcomes. We develop a cultural profile that identifies areas of brilliance as well as what blocks your organization. Organizational members offer vital feedback, ask questions, and help define the parameters of the culture change process. Simultaneously, we design and deploy a robust communication plan to update the workforce on next steps.
Phase Two: Adaptogen Design
Using design principles, we architect a brilliant culture for your organization. We determine how the culture will be expressed in areas such as leadership, communication, business outcomes, trust building, operations, structure, and environment. Based on this information, we design how the culture will move from what it was to a new form. How will people need to think and act differently to create a brilliant culture? Then starting with one department or team, we test a prototype of your cultural design and ask for feedback on it. From there we leverage insights from the feedback and adjust the design.
Phase Three: Aware Integration
We develop and implement the cultural integration plan and deploy the next round of communication plans. The plan is implemented from the perspective of the new culture rather than the existing culture. Then through feedback and metrics, we determine how strategic objectives have been met, behaviors have changed, and engagement has increased. Has the culture evolved? Are problems being solved differently? Has business performance improved? Do people connect and relate differently? .
Start with authenticity.
Create a cultural safety zone that is direct, but non-judgmental. Look the elephant square in the eyes and make space for tough conversations and deep listening. You need to hear it all, especially what’s not being said.
Can you give a name to ‘what’s holding us back?’ Because there’s magic in that breakthrough. When you uncover the tangled root of cultural concern, you open new possibility.
Evolve in alignment.
Let nature be your role model. The world around us is always changing, guided by an innate intelligence, drawn towards balance. So too, culture evolves; trust the process and allow the inner brilliance to emerge.
Because when evolution is expected, people are poised to respond – and keep moving. ‘Adapting to change’ can be built into organizational design; the design can be adapted into the culture.
Integrate with awareness.
Let a new cultural consciousness lead the way. As you shift perceptions, you will ignite performance.
Transformation takes time, tenacity and trust. You’ll know you are on the right path as teams become energized around a shared vision, decreasing stress and inspiring learning.
In business, culture is the primary source of untapped potential and people are hungry for change. When we start to see human beings – not human capital – we can unlock the energy of invention, fuel creativity and drive results. Together, we can build brilliant cultures.
And if we can change the culture of business, we can change the world.