Diagnosing your corporate culture
As part of our diagnostics, we define and evaluate your existing corporate culture, values and employee behaviour in unambiguous and clear terms. The results allow us to understand whether the corporate culture in place impedes or contributes to achieving the company’s goals and lays the foundations for the future change roadmap.
A company's corporate culture is a set of sustainable behaviours that define “how we do things here”.
Defining the target state and target behaviours for your organisation’s corporate culture
Based on the results of the corporate culture diagnostics, we help your employees (leadership or wider staff groups) to define the priorities for culture transformation that on the one hand draw inspiration from the accumulated “cultural heritage” and on the other hand contribute to achieving the company’s strategic goals. We apply PwC’s own Moments that Matter (MtM) approach to foster the kind of behaviour that leads to the implementation and circulation of the right values among employees.
Engaging management in the transformation process
We use various tools (e.g. diagnostics, workshops, one-on-one meetings, the MtM approach) to engage the company’s management in the process, ensuring the buy-in of key stakeholders in forming the corporate culture, as well as leading by example. In addition, we design development projects that equip your managers with the skills and technology to support transformation initiatives and foster new behaviours.
Implementing new behaviours through informal opinion leaders
We use sociometric methods to define the company’s informal opinion leaders, who are the employees that can influence the opinions and behaviours of others. We design special programmes for learning and changing management for them in order to recruit opinion leaders as agents of change.
Creating a framework to support and solidify new behaviours
Establishing the infrastructure to implement new behaviours is a vital part of the transformation initiative. We help our clients to understand which key business processes (e.g. decision making, allocating responsibilities, remuneration and efficiency management) need to be adjusted to support the implemented behaviours and what the working and HR processes need to look like in order to properly embed them.