Culture and Change Consulting

Culture is the sum of what your organisation is now — the good, the bad and the in different, not what your organisation wishes it could be, or should be. These definitions of workplace culture are two of my favounrites:

  • • Culture is “what you permit through action (or inaction) not just what you say it is”
  • • Culture is “the way we do things around here”

I joined Brownes nearly 4 years ago and Tammy was one of the first people I met and she still continues (thankfully) to play a key role within Brownes and also to me personally. Her leadership experience and knowledge is second to none and what works is her no-nonsense, practical and simple advice and coaching on various matters ranging from dealing with conflict, questionable leadership styles, organisational culture to negotiation and change management to name but a few. Tammy’s openness and honesty combined with her extremely personable style encourages that trust and respect to be built very early on in the relationship and it just continues to grow and develop, as have I both personally and as an HR Leader with Tammy’s support and guidance. Thank you Tammy for your help over the last 4 years for myself and for Brownes, I would recommend you in a heartbeat!

JULIE FAIRWEATHER - HUMAN RESOURCES DIRECTOR, BROWNES DAIRY

A workplace culture that needs intervention can present the following challenges:

  • • Low productivity
  • • Sluggish indifference among staff
  • • Back stabbing and bullying
  • • Lack of creativity
  • • Lack of can-do attitude and innovative thinking
  • • Outright disrespect
  • • A general toxic feeling
Make no mistake, culture can contribute to your organisation’s fortunes or failure. Importantly, culture isn’t just about words…
It’s no good saying, “Our organisation is progressive and innovative,” if every procedure, rule and policy is contrary to that. It’s no good stating that equality is an organisational value, if you have a huge gender pay disparity.
  • • Clarity around why your organisation exists — the vision, mission, values and heritage
  • • Clarity around where your organisation is going — the strategy and objectives
  • • Identifying behaviours that support, not detract from your organisation’s vision, mission, values etc.
  • • Creating inspiring leadership
  • • Teaching great communication at every level of the organisation
  • • Implementing policies and procedures that support the culture not hinder it
Changing workplace culture is a journey.
A journey that starts with a single step.
That single step can be having a friendly, obligation-free chat