The importance of good values and culture!
Working with values and culture is about something big and long-term.
It is about changing people’s hidden beliefs, attitudes and habits. It requires clear methods and a lot of patience.
Through our solutions for cultural change, we support teams and organisations through:
To create cultural change and high trust through commitment and cooperation.
To increase speed and reduce costs throughout the company.
To develop high performance and innovative teams that take responsibility for their results.
Transforming good managers into great leaders.
Increase Customer Loyalty
Grow beyond satisfied customers to loyal customers who are advocates of your organisation.
Companies with a strong corporate culture have a good competitive advantage.
Implementing a cultural change is not done swiftly, but it requires some work. To succeed, we must first define what a culture is. Sometimes it is called organisational culture, workplace culture or corporate culture and often the culture is defined by creating common values that result in behavioural patterns that have been strengthened or weakened over a long period of time.
Values are something that defines the corporate culture and is something that the company believes in and thinks is important. The values are meant to function as guiding lights in everyday life. Working with values and culture is about something big and long-term, it is about impacting people’s hidden beliefs, attitudes and habits. It requires clear methods and a lot of patience.
What happens when you as a business leader fail to create a corporate culture with confidence?
Well, things will slow down and the costs, often hidden, will increase. Trust is not just a soft and good quality for people to have. Rather, trust is a pragmatic, hard, economical and actionable asset that you can also create in a company. There are many strong cases of how trust and cultural change create great added value for companies.
Teams and organisations that have a high level of trust surpass teams and organisations with a low level of trust. This has been proven in dozens of studies, in a variety of industries and sectors. In cases where confidence is low, work to create a cultural change may be in order.
10+ Years of Live-Online delivery experience
On-demand, multi-modal digital learning and content available online at any time, anywhere. We have engaging, interactive, and participative virtual instructor-led training sessions!
Get your business ready to “lead now”
FranklinCovey’s solutions help your organisation grow with corporate culture leadership of your business.
Cultures of trust can only thrive aboveboard.
Trust isn’t a quality you either have or you don’t, it’s a learnable skill. Teams and organisations that operate with high trust significantly outperform those who do not cultivate trust at the core of their culture. Developing trust helps team members become energised and engaged. They collaborate more effectively, operate faster, and achieve sustainable results.
Unconscious biases are how our brains compensate for overload which can inhibit performance and lead to poor decision-making.
Helping your leaders and team members address bias will let them thrive, increasing performance across your entire organisation
Leading Customer Loyalty
Are your customers loyal to your organisation?
More than 70% of what makes a customer experience great is the behaviour of frontline employees. Great behaviour doesn’t happen without inspiration and accountability, and that requires a bottom-up approach—not the typical top-down corporate method. If your employees are enthusiastic promoters of your organisation, the sentiment will resonate with your customers too.