Organisational Culture

An organisation’s culture can be defined as the organisation’s prevailing ideas, values, attitudes, norms, and beliefs that guide the way employees think, feel and act. An organisation’s culture directly impacts the decisions and actions of that organisation.  Another way to look at culture, is the manifestation of the values and behaviors that contribute to the unique social and psychological environment of an organisation.

When culture is aligned with the organisational strategy, the likelihood of a competitive advantage increases substantially.

At Human Interest, we do not believe in a one-size-fits-all Culture Model, nor do we believe one culture is better than another. Instead, we believe that Culture is not one thing. It is a result of the type of industry an organisation is in, the size of the organisation, the type of leadership an organisation has, the employees, the business strategy and how a person perceives the culture of an organisation. It is unique.

Through our customised approach, we assist our clients in answering the following questions:

  • What is the current state of our culture?
  • What is the type of culture that will drive our strategy?
  • What is our current culture – and does it support or hinder our strategy execution?
  • How do we preserve what is working and get rid of what isn’t?
  • What do we want our desired culture to look like?

Organisation comprises of individuals and thus our culture transformation methodology is aimed at an individual, team and organisational level. Our tailorable solution focuses on these key four steps:

  1. Diagnose: Assess the existing culture in concrete and specific terms, through interviews, surveys, observations and focus groups.
  2. Design: Based on what was identified as the strengths and potential challenges that most impact the organisation, we develop a strategic plan articulating the desired culture and associated mechanisms and intervention to move towards it.
  3. Integrate: Implementing the mechanisms to reinforce desired behaviours.
  4. Measure and Maintain: We leverage the mechanisms of the Diagnose phase in order to assess whether the desired change has occurred, and what can be continued to maintain the momentum.