Culture

Culture – is all important!

It is the DNA of any organisation. It depicts how an organisations behaviours and practices are able to sustain performance.

Culture must be frequently assessed and actions taken to address any issues promptly. In many cases the best place to start any improvement initiatives is to take a snapshot of the prevailing culture.

At CPC, we are keen proponents of culture-driven change. As Edgar Schein warns, ‘if you don’t manage your culture it will manage you”.

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Average Increase

Peter Drucker famously said “culture eats strategy for breakfast.”

Consulting firm Watson Wyatt illustrated culturally aligned organizations return 286% more value to stakeholders.

John Kotter and James Heskett illustrated that as much as 50% of the competitive difference can be attributed to having a purposefully aligned culture.

We deliver precise performance strategies & actions

1
Performance Culture
At CPC we focus intently on aspects of culture that contribute to and sustain a ‘performance culture’ over time. Thus it is incumbent upon us to be able to accurately assess an organisations prevailing culture.
2
Acclaimed Culture Survey
In this regard we use the acclaimed Denison Organisational Culture Survey (DOCS) to establish a baseline of an organisations performance. This is benchmarked against over one thousand global companies.

3
Deliver Tangible Results
CPC is an accredited DOCS company. When coupled to our acclaimed CPC Framework and proven suite of solutions, we can deliver precise performance strategies and actions that deliver tangible results.
4
Powerful & Sustainable Asset
If you are unsure of how to change the culture in your business, but are keen to leverage on one of the most powerful and sustainable assets available to you, contact us to find out more.

Peter Millington

Former CEO, ChemCentre

I particularly appreciated the logical and coherent CPC framework Cliff worked within, and the way in which my staff could immediately apply it to the planning process to produce goals and objectives. The structured way in which we could then apply SMART actions and their inherent KPIs has meant that staff are clear about what is expected from them and accountable for performance.”

Significant aspect of any organisation

Culture is now rightly at the forefront attention by leaders across the globe. It is recognised as a significant aspect of any organisation.

A recent Booz & Co article advises “Forget the monolithic change management programs and focus on the elements of culture that drive performance”.

In our work with clients across the Asia Pacific region, getting a ‘fix’ on the current culture is invaluable and necessary for delivering successful change initiatives.

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Performance

Performance [pərˈfôrməns] : The act of performing; the carrying into execution or action; execution; achievement;
accomplishment; representation by action; as, the performance of an undertaking of a duty.

What is performance management?

Performance is defined as the act of performing; the carrying into execution or action; execution; achievement; accomplishment; representation by action; as, the performance of an undertaking of a duty. In simpler terms, Performance is a desired result and behaviour.

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What we provide

We provide a detailed and bespoke plan for every company. This includes the following:

Analyse & diagnose specific performance problems/issues prevalent at the 3 levels of workplace, work & worker (individual and/or team)
Gather evidence of performance outcomes (using proven CNA methodology and supplemented by focus groups, interviews, document reviews, results and observation)
Develop comprehensive, customised solutions to meet specific Performance (PI) and/or Performance Enhancement (PE) issues/needs
Analysis & diagnosis of organisational climate & culture data and report findings
Conduct department level Core Process review, mapping, analysis and design PI solutions
Conduct Value Chain analysis to determine core performance issues & challenges

Conduct job/task analysis to determine performance specifications and competencies
Develop SOP’s to establish & deliver standard performance
Develop Talent Management strategies and systems
Develop Human Capability Development solutions and practices
Conduct Employee Engagement survey & propose recommendations/solutions
Diagnose and prescribe solutions for performance feedback/review systems
Human Resources as a Business Partner – diagnose, develop strategy & improve

Peter Millington

Former CEO, ChemCentre

“Cliff introduced a structured strategic planning process that not only met our statutory needs for an annual Statement of Corporate Intent and a Strategic Development Plan but also contributed significantly in producing a commercial orientation in ChemCentre.I particularly appreciated the logical and coherent CPC framework Cliff worked within, and the way in which my staff could immediately apply it to the planning process to produce goals and objectives. The structured way in which we could then apply SMART actions and their inherent KPIs has meant that staff are clear about what is expected from them and accountable for performance.”

Performance Management

The art of controlling and organizing the desired result and behaviour.

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Performance Management

The art of controlling and organizing the desired result and behaviour.

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Recent research shows that over 90% of C-suite executives identify culture as crucial to performance, and that improving organisational culture improves company value. And yet only 15% say their firm’s corporate culture is “where it needs to be.”

This is where we FOCUS. Our unique way of leveraging Culture-driven change via our Roadmap process, directs and positions your organisation to achieve World-class Performance.