Helping You to Create the Most Productive and Engaged Organization in the World.

Leadership and Culture
Overview of Projects
We help you to develop a highly engaged and productive strength-based
culture where employees trust the people they work for, love their work, and
enjoy the people the work with.
Gallup and The Great Place to Work Institute
(producers of the “FORTUNE 100 Best Companies
to Work For”) have been collecting and
analysing vast amounts of data for decades on
what constitutes a great and productive workplace.
Through their ongoing research, it is clear
that what employees want most is a trustworthy
leader. In other words, employees want to
trust the people they work for. Employees also
want to have pride in the work that they do.
Furthermore, they want to work in an environment
of camaraderie, where they enjoy the
people they work with.
People are most productive when they are able
to focus on and use their strengths. Gallup
found, after researching 1.4 million people and
50,000 teams, that there was only one question
that consistently and more effectively predicted
whether a person was part of a high performance
team. The question was, “at work, do
you have an opportunity to use your strengths
every day?”
Most cultural improvement efforts do not succeed,
because they do not effectively address
root causes. We help you to:
1. Assess the current culture not only through
surveys but through representative sample
interviews.
2. Train leaders, regularly assess their progress,
and provide them constructive feedback.
3. Provide outplacement services for those
leaders who feel they don’t fit the new
culture.
4. Involve leaders and employees as team
members in the various change initiatives
(e.g., operations improvement, product
development, skills development, strategy
development) where they get to experience
first-hand what a great culture feels like.
Leadership Challenges Today
• According to an ongoing study by Gallup
involving over 25 million employees around
the world, only 13% of employees are engaged
in their jobs. That means that only
one in eight workers feel they are making
a positive contribution and are committed to
their job and organization.
• After analysing the emotional intelligence
profiles of a million-plus people, Travis Bradberry,
the author of Emotional Intelligence
2.0 and the cofounder of Talentsmart, found
that on average CEOs have the lowest EQ
scores of any job title. Ironically, the best
performing CEOs are those with the highest
EQs.
• Based on a study conducted by Gallup from
2005 to 2008, what the average person
values most in a leader is: Trust, Compassion,
Stability, and Hope.
• According to The Great Place to Work
Institute, employees most importantly want
to have trustworthy leaders. Unfortunately,
trust is an increasingly scarce commodity.
Those leaders who are genuinely trustworthy
and develop trusted relationships will be
in greater demand.
• Trustworthy leaders have integrity. They are
that ones the others can rely on. They care,
they want the organization to succeed, and
they want their people to succeed.