Culture Change Simplified
We help Leaders and teams develop cultural strategies which embed agreed values and behaviours throughout the organisation. This results in practices, processes, and behaviours by which the organisation will conduct itself. We offer custom solutions tailored to individual situations, to enhance organisational performance.
We provide four main service offerings: Organisation Culture, Human Performance, Leadership Development and Organisational Systems.
Have you ever thought about your organisational culture and leadership? Essentially, this means the social and psychological environment of your organisation based on its underlying beliefs, assumptions, values, expectations, and communication.
When you partner with Barclayss®, you provide an introduction to your organisational culture – the way things are done around here. From there, our Explorers work with you to understand your culture and develop a collective set of principles and practices about your organisation, your people, and your systems.
Organisations have a key role in human performance and should strive to develop robust systems and processes to improve performance and reduce the incidence and impact of errors on the organisation and individuals.
Barclayss® can help you understand human performance psychology and how you can mobilise your organisation to achieve the results you desire. We partner with you to identify areas of weakness and install a hyperdrive to boost performance using proven behavioural science approaches.
Does your organisation understand good leadership? Without good leaders, your people won’t know which direction they are heading, or how to get there. You need to understand why leadership is important and how it contributes to your organisation’s ongoing success.
Barclayss® in-depth assessment will help you identify black holes and build a robust leadership development framework. We help you understand how to get the best out of your leaders, to get the best out of your workforce.
When was the last time you had a look at your organisational systems? Some aspects of your organisational systems may be formalised, whereas others may have evolved over time to become the “norm” without any formalisation or documentation.
When you partner with Barclayss®, our Explorers guide you through your organisational universe to capture your essential accountabilities, responsibilities, and processes. Our complex diagnostic tools deconstruct your organisational systems to gain a thorough understanding of your business.
Frequently Asked Questions
Professor Edgar Schein is someone who has spent his academic life researching and working with organisations on culture. This is one of his definitions:“I define culture as the sum total of everything an organisation has learned in its history in dealing with the external problems, which would be goals, strategy, how we do things, and how it organises itself internally,” which is how we’re going to relate to each other, what kind of hierarchy exists, etc. “These early learnings, if they are successful, become the definition but it’s always something that’s been learned. It’s not something that just can be imposed or that’s just there.”
The short answer is ‘Yes’, however the most senior people in any organisation bear great responsibility in enabling the type of culture they want to create. People will follow their lead, good or bad, and the results will follow.
A recent article published by the Royal Melbourne Institute of technology (RMIT) titled ‘Establishing a positive workplace culture: definition, tips & why it’s important’ includes the following characteristics of a positive workplace culture:
- Purpose-driven company culture
- Effective communication
- A culture of feedback
- Engagement and loyalty
- Growth and development
Coaching in organisation and leadership settings is an invaluable tool for developing people across a wide range of needs. The benefits of coaching are many; 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. 86% of companies report that they recouped their investment on coaching and more (source: ICF 2009).
Another highly regarded person on organisational culture is Professor Geert Hofstede, and he shares the following on the importance of workplace culture:
“Organisational Culture is one of the most important factors determining business performance. It dictates how things are done in an organisation, and it can be a powerful force for good or bad. If we imagine an organisation as an engine, Organisational Culture would be the oil for that engine. The right culture can be the reason for the success of your organisational strategy while the wrong culture can lead to poor performance or even complete failure.”
Changing an organisations workplace culture is never a simple, cookie cutter approach. There are models and methods that can be considered and applied but ultimately is relies on the senior leaders in the organisation (all the way to the board) and the level of commitment that they demonstrate. If the senior leadership do not provide the resources, then any desired change will fail.
The international Coaching Federation (ICF) defines coaching as:
…partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity, and leadership.
Put in simpler terms, coaching is primarily about helping someone be the best version of themselves.
An individual or team might choose to work with a coach for many reasons, including but not limited to the following:
- Something urgent, compelling, or exciting is at stake (a challenge, stretch goal or opportunity).
- A gap exists in knowledge, skills, confidence, or resources.
- A desire to accelerate results.
- A lack of clarity with choices to be made.
- Success has started to become problematic.
- Work and life are out of balance, creating unwanted consequences.
- Core strengths need to be identified, along with how best to leverage them.
If you’re experiencing one or some of these points get in touch about our coaching series through the form below.