Culture & leadership
Many leaders don’t think much about culture until they have to: when a strategy fails, employees start to leave, or their company struggles to adapt to a rapidly changing reality. This is when culture enters the stage — as the culprit. From this perspective, culture is an abstract variable that hinders our strategic work.
But, with an understanding of applied systemic thinking, your culture can become an incredible enabler. And it is possible to change.
Advisory
From design to facilitation, I bring the expertise and partner network you need to transform your culture from sneaky saboteur to powerful ally.
Assessment
You need data to be proactive. Culture is notoriously difficult to measure, but with the right tools and insights you will get insights to set you apart.
Upskilling
Culture requires skills that most companies do not yet have. Upskill your leaders and HR professionals to ensure your culture supports you strategy.
The challenge with change
Traditional change management takes a linear approach to organisations, strategy, and culture. We want to change X, so we make a targeted intervention, and expect Y to be the outcome.
For example, we create a new strategy, and forecast the outcomes we expect to see from that strategy. But in reality? Strategy implementation is the bane of many leaders’ existence because it doesn’t account for the systemic dynamics and inner workings of the organisation.
Traditional approach to organisational change
-
Works only above the surface (what we can see)
-
Assumes change is linear or has linear characteristics
-
Treats elements of the organisation as discrete components
-
Underestimates systemic pulls to maintain status quo
Systemic approach to organisational change
-
Works below the surface and above the surface
-
Embraces the circular and constant nature of change
-
Acknowledges all elements of the organisation are connected
-
Accounts for invisible dynamics in the organisation and the individual
The above list of differences is just a snippet. And strategy implementation is just one example where a systemic approach is helpful.
Think of all the ways companies deal with change and where culture plays a central role: transitions, reorganisations, product launches, successions, rapid growth and hiring, rebranding, M&A , new leadership teams, etc. It is simply too important to underestimate it.
What’s the biggest change you’re facing in your organisation?
Advisory
From executive coaching to large-scale programmes
Organisations are living systems with their own innate intelligence. They operate from fundamental principles, just like every other system in nature.
When we as leaders do not account for those principles, or – unbeknownst to us – actively work against them, the system starts working against us.
That’s when you end up struggling, and let’s be frank, you don’t have time for that. You have clients to serve and a big vision to chase. So let’s get you back on track, shall we?
I offer organisational culture advisory that addresses both individuals and the whole. No two organisations are the same, and you will always get a customised approach to suit your organisation, which could include:
- Leadership development
- Executive and team coaching
- Design, facilitation, and delivery of culture programmes
It starts with a conversation about your challenges and potential. I invite you to schedule a call so we can discuss what you need to move forward.
For larger assignments that require more hands on deck, I bring onboard highly qualified colleagues from my global network, to give you and your organisation the support you need.
Advisory partners:
I am an Associate Partner at Nord Leadership, a Copenhagen-based leadership and development consultancy with deep expertise across HR, strategy, and organisational development.
Jason Moore is a master facilitator and experience designer based in London, UK.
Assessment
Measuring culture for actionable insights
We all know that culture is notoriously tricky to measure. But there’s no getting around it: data is key, and you need solid insights to determine the most impactful interventions for your organisation.
That’s why I’ve partnered with the Barrett Values Centre and Workstein. Their proprietary assessments and tools are some of the best in the market.
If you’d like to explore how these assessments can help you drive strategic culture initiatives, let’s talk.
Assessment partners:
I am a certified Global Consultant with Barrett Values Centre, a pioneer in cultural values assessments, offering some of the most insightful products for organisational culture work.
Workstein offers an innovative HR platform driven by AI providing incredibly nuanced day-to-day insights.
Upskilling
Building competencies to drive culture
Much too often culture becomes a side project or an afterthought to the detriment of performance.
Give your organisation the best chances of succeeding by deliberately upskilling leaders and HR professionals with the competencies needed to drive, change, and lead culture with confidence.
Here are some of the ways we can collaborate on upskilling, whether it’s for a few or many:
- Leadership development
- Workshops for teams and larger groups
- Educational programmes delivered online or in person
Upskilling partners:
I am an Associate Partner at Nord Leadership, a Copenhagen-based leadership and development consultancy with deep expertise across HR, strategy, and organisational development. If your organisation requires scale, we’ve got you covered.
Let’s talk
I help you rethink your leadership and your business, to see the invisible patterns that drive them, and how to work with them. Whether our engagement is through executive coaching, leadership development, or culture transformation, you get the benefit of my 20 years of experience from top tier organisations and deep theorietical background from elite academic institutions.
