How Culture Consultants Can Transform Your Business

If you’re looking to create a thriving, people-centric culture within your organisation, you’ve probably come across the term “culture consultant.” This is a person or team that supports organisations in developing an intentional, positive and thriving workplace culture. In this blog post, we’ll explore how culture consultants can help transform your business for the better.

Identifying Your Current Workplace Culture

Before making any changes to your organisation, it’s essential to understand your current culture. Your consultant will likely begin by conducting a thorough assessment of the business, which may include interviewing employees, reviewing survey data and other performance metrics. This way, they can establish a baseline from which to build upon, identifying the aspects of your organisational culture that are working well and those that need improvement.

Defining Your Ideal Workplace Culture

Once the current culture is understood, your culture consultant will help you define the ideal workplace environment for your organisation. This stage involves looking at your organisation’s vision, mission, and values. It’s crucial to ensure that these core principles align with the behaviours, attitudes, and systems that will cultivate a positive, inclusive and high-performing culture. Your consultant will guide you through this process, using their expertise and industry knowledge to create a tailor-made cultural roadmap for your business.

Creating a Culture Change Strategy

With the groundwork in place, your consultant will develop a strategy for implementing cultural changes within your organisation. They will collaborate with your leadership team and employees, ensuring everyone is on board with the plan and its rollout. This bespoke strategy will include the necessary steps and tools to effectively implement the changes, with measurable metrics and goals in place to track progress.

Developing a Thriving Workplace Culture

A crucial aspect of the culture consultant’s role is to support your business throughout the implementation process. During this period, they will be available to provide training, workshops and resources that empower your employees and leaders to develop a thriving workplace culture. Culture change isn’t a ‘once and done’ exercise so your consultant can help establish a culture of continuous learning and improvement to ensure you keep thriving.

Monitoring and Evaluating Progress

As noted above successful culture change is not a one-off exercise; it requires ongoing monitoring and evaluation. Your culture consultant will help you in periodically assessing the success of your culture change efforts, using data-driven insights to inform further improvements and adjustments as needed. It’s crucial to update the strategy accordingly, always with an eye to creating an even better workplace environment for your employees.

In conclusion, culture consultants play a vital role in helping organisations create people-centric cultures that promote happiness, inclusivity and high-performance. The Happy Business School’s workplace consultancy service is designed to help your organisation thrive by facilitating the culture transformation needed for long-term success.

5 myths about happiness at work

Wrong. The absence of disease isn’t health and the absence of misery isn’t happiness. Just because we might do enough as leaders to not have our people crying at their desks doesn’t mean we are invested in their happiness. Just because an employees comes in every day, does a good job and leaves without complaining about anything doesn’t mean they are happy.

Wrong. It’s right that some some people are more naturally optimistic but, with practice, you can become happier. There is a wealth of science that shows, when we know how, we can train our brains to be more positive. Asking someone to write down three good things that have happened in the last 24 hours may appear glib but this is about training the brain to spot positive things. When we learn to look for things we see them more easily.

Wrong. In fact blind optimism is a bad thing. Who wants to be in a plane where the pilot never believes anything bad can happen so doesn’t bother doing all the safety checks (not me for sure!). Just like in the world of work we don’t want to fail to look out for the risks and dangers, we just don’t want to be overwhelmed by the fear of them.

Wrong. The science tells us that being happier at work makes us more productive, more resilient, more creative, more accurate, more analytical, less likely to take time off sick, leave or burnout. Who doesn’t want those benefits? Yes, what a great wellbeing initiative to be able to say we are interested and investing in your happiness but it goes much further than that. There are real business benefits to helping people increase their happiness.

This one is only a half myth. Yes, people need to be invested in working on their own happiness but as a leader it is for us to help them with that, to show them we value their happiness, to allow them time to work on it, to give them the tools they need to become happier at work. Importantly we need to help them understand why being happy at work is important. As a leader if you can show you are invested in your own happiness it will show your people they should invest in theirs too.

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Together we can create happier workplaces.

Forget gimmicks like ice cream van visits or ping pong tables – let’s work together to build a positive culture where people feel valued and encouraged. Let’s help your people find purpose and meaning in their work.

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