This is a two step process: 1) Culture Assessment, and 2) Culture Roadmap Plan. These services make up the foundation for a successful change initiative. You gain insight into the current state of your organization using the Market Responsiveness Index™ and then you build a roadmap that is consistent with your vision, overall program goals, strategy and leadership.
Culture Enhancement and Remediation evolve through market-driven skills development and attention to values, norms and artifacts in your organization. There are many precursors to a market culture transformation - we help you navigate them all and make the "culture" word taste a lot sweeter.
Make your culture transformation stick. You may have had much visible success at this stage but it takes finesse to make your change become part of the way “things are done around here”.
You may take a rest at this stage and enjoy the sunshine but realize that you are still in competition. A market culture will enhance your organizational ability to adapt and be proactive to market changes but your culture is a living asset that requires care and occasional health checks. Unleash it, but don't let it run wild.
Phase 1: Planning for Success
Step 1: Culture Assessment
MCS assesses your existing culture using the “Market Responsiveness Index” (MRI)™ and or the “Customer Responsiveness Index” (CRI)™. These tools help your leadership team determine cultural dimensions that are necessary to achieve your firm’s goals. Results are delivered during an executive workshop. MCS then provides recommendations on how to enhance the dimensions that are most critical to your firm’s success. If necessary, a detailed culture audit then provides the basis for an informed change management process:
- Your firm is able to focus on changing a manageable number of key dimensions that will yield maximum benefit to your organization.
- The MCS transformation process emphasizes leadership and skill development to support and maintain the shift in cultural attributes.
- The MCS approach also looks at how your firm’s processes, structures and systems should be modified to support your transformation.
Step 2: Culture Roadmap Plan
Step 2 provides you with the inputs for a complete roadmap to drive a successful culture change process consistent with your vision, overall project goals, strategy and leadership. This includes milestones, timing and action initiatives for each phase of the culture enhancement or transformation. This is the most critical phase of this initiative as it sets up the entire program for success.
Phase 2: Culture Transformation
Step 1: Culture Enhancement and Remediation
Becoming market-driven is a new concept for many people inside the organization. While it makes intuitive sense, from a practical point of view what does it mean? What do people have to do differently in their organization to be more market-driven? What skills should they employ?
MCS has developed a range of core programs that can be customized to your unique skill development requirements and audiences. For more informations see our Upskilling Services.
You will be experiencing successful changes in behaviors in parts of your organization. We can help you merge external best practices with your own internal best practices. Also we can assist in communicating internally your quick wins.
Step 2: What’s the Impact so Far?
Building in key milestones to the process is crucial for you to maintain momentum and give people a chance to reflect on individual and group progress. We advise you on the best way to review processes and run executive forums designed to sustain early enthusiasm.
Phase 3: Embedded Culture
Workshops on Best Practices
The embedding phase involves leveraging best practices inside the organization by sharing them across teams in a workshop environment. The goal is to continue the momentum and operationalize the new behaviors so they become part of the way “things are done around here”.
Reviewing for Bottlenecks
There will be pockets of the organization where culture change is not taking place. We can help you locate these areas and suggest methods such as coaching, communication, motivation and changes to processes to alleviate these blockages.
Competency and Performance Review Systems
Documenting actual market-driven competencies at various levels of proficiency make them more tangible. Employees gain a better understanding of specifically what competencies they should be developing and can get feedback on their proficiency.
Integrating market-driven behaviors and metrics into performance review systems reinforces the importance your organization places on these behaviors. What gets measured gets done. If employees have a clear understanding of what is required and how they will be measured this will reinforce your change effort
Phase 4: Continuous Monitoring and Revitalization
Step 1: Performance Monitoring
Ongoing use of measurement tools including the MRI™ and CRI™ enables you to retain focus and track actual progress against external benchmarks. We can also advise on the use of alternative customer satisfaction measurement tools.
Step 2: Profit Impact and Business Value
A market-driven culture change adds profit and value to your business. This can and should be measured. We can assist you with processes for measuring the ROI (return on investment) of your culture change and the dollar value it is adding to your business.
Step 3: Maintenance and Revitalization
A market-driven culture needs ongoing maintenance. It needs to be nurtured by continued upskilling, process review and shared best practices. You will need to periodically measure the pulse of your organization’s market-driven culture. There will be times when it needs revitalization. We can provide the support you need through access to the tools and case studies provided by our MarketCulture Mentor site.
Real World Example of Culture Transformation Timeline: 2 Year Horizon - Using the MarketCulture Model
Although a well planned and executed culture transformation program will eliminate much uncertainty, the phases we go through will not always be as clearly delineated as illustrated. Phases can and will most times overlap. That said, the illustrated example is real. A key benefit of the clear transformation phases is the ease of communication and transparency they generate; qualities that are much needed in your organization, especially during change.
"Value Service Culture" or "VSC" is a term used by this particular client to brand the change initiative internally. By naming the change initiative, the program is given an identitiy. The identity becomes a symbol for change, an artifact that helps to establish, drive, and reinforce the desired change outcome.