In a toxic culture it doesn’t matter how good your strategy is- you will fail. 

Mobirise Site Creator

Strategic alignment and execution 

Strategy not implemented is just a pipedream. Implementation is the process that turns strategies and plans into actions in order to accomplish strategic objectives and goals. Translating strategy into implemented reality is the only true measure of success, with a key success factor being organizational alignment. 

Organisations are made up of people who are required to implement strategy, and because implementation takes up effort and resources, organisations who wish to excel and compete effectively ensure that these capacities are available. These human capabilities come together in profound ways when the motivational and energetic wellness is sound, and commensurate with crystal clear direction and solid objective and goal alignment, a winning recipe is achieved. 

Very often when we read company vision, mission and purpose statements, we clearly see the wordsmithing originating from the latest management fads, fashions and business schools. But no-one believes it, because it is not alive and well within the hearts and minds of those that matter. This is where culture either builds or erodes the success of strategy on a daily basis.  

We design and facilitate strategy alignment, vision, mission, value chain and value proposition workshops and cascade strategy into meaningful performance measures for employees. 

Culture transformation 

Corporate culture is an incredibly powerful factor in a company’s long-term success.  But because so many companies are managed and led by people whose expertise is heavily slanted towards the rational, financial, and logical part of the equation, culture is often subordinated, misunderstood,unappreciated and neglected. Strategy then is only as good as the people that implement it. 

This often leaves leaders frustrated, causing them to abandon the hard work of culture that can only be embedded through daily practices in support of the desired culture. Culture is therefore not this nebulous and enigmatic phenomena, it is shaped in everyday interaction and organizational behaviours. 

Strategy drives focus and direction while culture is the emotional, organic habitat in which a company’s strategy lives or dies. 

Where strategy is the headline on the company’s narrative – culture requires a clearly understood common language to embrace and tell the story that includes mission, vision, values, and clear objectives, goals, targets and measures. Strategy is about intent and ingenuity and culture determines and measures desire, engagement, and execution capability. Strategy is imperative for differentiation, but a vibrant culture and climate delivers the strategic advantageWhen culture supports  strategy, execution is scalable, repeatable and sustainable, with clear competitive advantages. Finally, culture can and should be measured and managed, deliberately. 

We measure culture and implement culture transformation programs. 

Change- and transformation management

There are innumerable views, debates and definitions of change and transformation management. But ultimately, transformational change represents a shift in the business culture of an organization resulting from a change in the underlying strategy and processes of the organization. It is much more complex than for example  introducing a new performance management system, a new shift roster, a move from decentralized to centralized support service, or utilizing new personal productivity tools. Change initiatives are normally well defined as a transition from an "as-is" state to a "to be " state. The change management work focusses on execution.

Transformation is another beast altogether. Unlike change management, it  focusses on a portfolio of initiatives, often cutting across functions and departments, and are interdependent or intersecting. The goal of transformation is not just to execute a defined change — but to reinvent the organization and redefine the very business or operating model based on a vision for the future.

Transformation is much more unpredictable, iterative, and experimental, with much bigger risks. And ironically, even if traditional change management leads to the effective implementation of certain initiatives within the transformation portfolio, the overall transformation could still fail. Add the human factor to the equation and we quickly fall prey to the shocking statistics of failed transformations.  

The most unpredictable factor here is the human being, who either makes the change work, or does not. People always have the freedom to choose their responses to change,  and their attitudes towards change. They don't really mind change, but mind being changed.

We facilitate change and transformation projects and programmes with years of experience and accredited global best practice tools and methodologies behind us. 


Strategy facilitation 

We design and facilitate:

1. Strategy alignment workshops

2. Goal and objective formulation and alignment workshops

3. Vision, mission, business driver, value chain and value proposition development workshops.

4. Developing strategic focus areas

Culture and transformation

We apply licensed tools and technologies to measure, design and implement culture transformation programs in line with strategic direction.

Personal, organisational and societal change- and transformation management:

1. We apply licensed technologies, framework development and tools for change and transformation at personal,  organisational, societal and governmental levels. 

2. We run facilitated workshops for deep personal change with licensed approaches and tools that free up employee capacity to deal more effectively with personal and organisational change.   

3. We apply a diagnostic and dialogic, systemic approach to change and transformation that focusses on sustainability, skills building and knowledge transfer. 

4. Portfolio change management for large scale, complex transformation projects