You are a founder or a founding team and you started your business a little while ago. This is your business, it has something to do with you, an obstacle you overcame, and now you want to fix this for other people. Or you earned your stripes in an industry, saw some of the downsides and now want to do things better on your terms. You likely have very strong values, even if you can’t always put your finger on it. Your business reflects that, that’s what you have set out to do.

Your values as a founder or founding team are likely central to your organization and the culture you have or want to create. They are the element that flows through everything, the thing that binds people and your organization together. They are also what your clients resonate with.

Now you are at a stage where you are growing. You want to hire people or have just hired. Or you are looking to expand internationally. Or your business is doing well, but your people aren’t happy – new roles take a while to fill and people stick around much shorter than you would like them to.

As they say “culture eats strategy for breakfast”. Don’t ignore this or hope it will “sort itself out”.  The clearer you are who you are as a business and how you want to go about doing things as you grow, the clearer you are about your values and your culture, the easier it will be to find and keep people who resonate with that – internally and as clients out there.

Cultures are not static, they can grow and evolve with each new person joining. Healthy cultures have a balance of stability and flexibility and they are literate with themselves. They know who they are and they can help people along their onboarding journey to make the most of it for everyone. There is open communication and a solution-focus. Diversity is celebrated.

Culture check-ups help with clarity and with designing and implementing next steps – with your big vision in mind, for your team, with your team.

Here are the key elements that we look at:

  • Your values and vision as a founder or founding team
  • The values of each individual in the organization
  • The group profile. Either for the entire organization, or for the specific team in question.
  • Now vs. the future. People also assess the culture as they currently see it, and the one they possibly would like to have instead.

This provides useful insights where the organization is and allows for targeted next steps. Whether that is coaching, a workshop or a series, (re)design in policies and procedures, training, and a big ole celebration of what is already working.

New businesses are fascinating places. Full of energy and passion, and sometimes a bit unpredictable and volatile. I work with new, businesses a lot, so to make things easy and “plannable” for you, I am offering culture audits as modular packages, with payment plans if needed and in varying sizes and elements that we choose together.

Get in touch!

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