IS YOUR CULTURE A MATCH FOR YOUR VISION, MISSION, AND VALUES?
As only 28% of leaders even understand their culture, few leaders can answer that question. And far fewer could say "yes".
Brandon works the C-suite to:
As only 28% of leaders even understand their culture, few leaders can answer that question. And far fewer could say "yes".
Brandon works the C-suite to:
- Understand the connection between culture, impact and performance.
- Empower leaders and employees to activate their purpose at work and find their unique connection to the organization's mission, values, and culture.
- Guide a company to activate it's mission and values in its culture and in every core function (sales, marketing, product, HR, etc.).
- Build the business case and 2-3 year strategic plan to transform your organization through leadership and career development, culture crafting, DEI, wellness, executive coaching, program development, CSR, product development, business development and OD/change management.
THE EMPLOYER-EMPLOYEE CONTRACT HAS BEEN REWRITTEN
Employees, now the #1 stakeholder in your organization (Edelman, 2021), have always needed purpose and belonging, flexible work arrangements, living wages, and parental leave. During the pandemic, workplaces became significantly more distributed requiring new approaches to people and culture development. The employer-employee contract was re-written, and employees are now demanding what they have always needed. It is likely your organization dedicated attention to culture if you are experiencing one or more of the following:
> Sluggish growth and productivity
> Burnout, languishing, presenteeism
> Missed hiring, retention and DEI targets
> PR crises
Employees, now the #1 stakeholder in your organization (Edelman, 2021), have always needed purpose and belonging, flexible work arrangements, living wages, and parental leave. During the pandemic, workplaces became significantly more distributed requiring new approaches to people and culture development. The employer-employee contract was re-written, and employees are now demanding what they have always needed. It is likely your organization dedicated attention to culture if you are experiencing one or more of the following:
> Sluggish growth and productivity
> Burnout, languishing, presenteeism
> Missed hiring, retention and DEI targets
> PR crises
BENEFITS OF ACTIVATING A CULTURE OF PURPOSE
Organizations that activate the purpose of their organization and their employees experience greater:
> Equity appreciation (15:1 vs. market)
> Growth rates (3x)
> Profitability (55% of customers are willing to pay more)
> Customer loyalty (73% will switch brands to one with a higher purpose)
> Leadership effectiveness (+63%)
> Productivity (+175%)
> Tenure (+7.4 months)
> Employee engagement (4x)
> Reputation (purpose yields a +30 eNPS vs. -64 eNPS for those without)
> Wellness (9.5 fewer days of PTO per employee, +538% increase in resilience)
Sources: ScienceOfPurpose.org
Organizations that activate the purpose of their organization and their employees experience greater:
> Equity appreciation (15:1 vs. market)
> Growth rates (3x)
> Profitability (55% of customers are willing to pay more)
> Customer loyalty (73% will switch brands to one with a higher purpose)
> Leadership effectiveness (+63%)
> Productivity (+175%)
> Tenure (+7.4 months)
> Employee engagement (4x)
> Reputation (purpose yields a +30 eNPS vs. -64 eNPS for those without)
> Wellness (9.5 fewer days of PTO per employee, +538% increase in resilience)
Sources: ScienceOfPurpose.org
WHAT THE JOURNEY LOOKS LIKE
Each company's transformation process is unique, however the process often follows a similar progression.
YEAR ONE
> Purpose & Culture Audit [month 1]
> Executive Leadership Team Purpose Activation [months 2-6]
> Employee Purpose Activation [months 7-10]
> Organization Purpose Activation [months 8-12]
YEAR TWO
> Purpose-driven Strategy, Culture, Operating Objectives and Organizational Structure, e.g., purpose-driven product / market fit, sales process, people strategy (recruiting, onboarding, career and leadership development, off-boarding), B Corp application and audit.
> Brandon frequently partners with other trusted veteran consultants in year two, such as Bea Boccandro (CSR), Tim Jones (B Corp), Robin Athey (executive coaching), Holly Woods (sales and product strategy) and Bobby Bakshi (learning and development).
BEGIN YOUR JOURNEY WITH A PURPOSE AUDIT
Each company's transformation process is unique, however the process often follows a similar progression.
YEAR ONE
> Purpose & Culture Audit [month 1]
> Executive Leadership Team Purpose Activation [months 2-6]
> Employee Purpose Activation [months 7-10]
> Organization Purpose Activation [months 8-12]
YEAR TWO
> Purpose-driven Strategy, Culture, Operating Objectives and Organizational Structure, e.g., purpose-driven product / market fit, sales process, people strategy (recruiting, onboarding, career and leadership development, off-boarding), B Corp application and audit.
> Brandon frequently partners with other trusted veteran consultants in year two, such as Bea Boccandro (CSR), Tim Jones (B Corp), Robin Athey (executive coaching), Holly Woods (sales and product strategy) and Bobby Bakshi (learning and development).
BEGIN YOUR JOURNEY WITH A PURPOSE AUDIT
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