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CHALLENGES

The Culture Hurdle

Organizational cultures are often shaped by historical systems and outdated thinking. When innovation, inclusivity or engagement is below what we desire, we need to review our culture and its architecture.
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Some of Our Clients

Why Do Organizational Cultures Fail?

Even the most successful cultures that champion freedom of thought or inclusivity can fall into the grip of unseen influences:

 

  • Short-termism that creates unsustainable results
  • Untested assumptions that lead to unintended destinations
  • An engagement with the means without challenging the ends

Every Leader Knows Their Organization Needs to Evolve

But you might not know how to make it happen. Depending on the development stage of your organization, you might need greater stability and predictability, higher performing teams, more sustainable ways of working, or reimagined structures that enable distributed decision-making and greater innovation.

 

Eventually every organization’s culture must shift if it is going to create the right outcomes over the long term, delivering on strategy and building a good legacy.

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How We Help You Start the Journey

It’s not always easy to diagnose what your organization needs internally. Through conversations with your leadership team, we get to know your purpose, your culture, your strategy, your mission – and we sift through what is really at stake.

 

Through surveys, focus groups and other means we also go beyond the boardroom to understand perspectives and perception at all levels of your organization.

 

We then combine top-down and bottom-up information to provide an initial understanding of the status quo. Which we then reflect back to you… and the journey begins.

How to Foster Change in Organizational Culture

The Cognitive Dissonance Block

There is often a gap between the organizational culture leaders say they have, and the culture that actually exists on a measurable level. Before you can see meaningful culture change, you must have an honest and accurate assessment of your current reality. 

How We Can Help

The Cultural Design Block

Unless the blueprint of a cultural shift is co-designed by your people and supported by revised systems on performance, reward and development, there will be a limit to how deep the change will go, and how long it will live.

How We Can Help

The Wider Systems Block

If people are going to inspire relationally, lead with agility, and hold multiple perspectives in balance to make better decisions, they need an organization-wide shift that supports, values and rewards this type of leadership.

How We Can Help
TPC Global Blog posts v2
  • Leadership Development

“Othering” and the impact on teams and organizations

Christian Scholtes, TPCL Global Chair and the partner from the TPCL Romanian office, delves into the complex and often overlooked phenomenon of “Othering” and its profound impact on teams and

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Permaculture 1
  • Cultural Change

Are you still the right CEO for your business?

This article is part of a series on the importance of humanization in today’s organizations. To find out more, see our articles on what humanization is and how it’s impacting

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Partner with TPCL

Our interventions are part of a whole-business approach that helps you deliver on your organizational strategy. Starting from the inside out, our approach is measured, experiential, and sustainable.
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Stories of impact

Path

So they are real partners, you really think that you have someone beside you; really diverse team, very able to work with different cultures, very agile; able to cope with ambiguity and complex environments; really able to unleash the potential in individuals, teams and organizations.

Alessandra Stasi, Chief Human Resources Officer

QubicaAMF
Path

What I like about TPCL is that they commit to you. I know that my coach is actively listening. I know that he cares about his clients. I know that he hasn’t lost his appetite, nor his motivation, nor his interest.

David Sloman, Chief Executive

The Royal Free NHS Trust
Path

TPC Leadership develops leaders with a heart for leaders AND their organisations. They are engaged and passionate in what they do. They focus on the individual, but will always keep the vision and objectives of the organisation into account.

Janna Kramer, Learning & Talent Development Leader

EY Netherlands
Path

Very good team results were obtained in the facilitated workshops, creating the environment for knowledge sharing, enhancing collaboration within the executive team, as well as in the coaching and consultancy sessions. We assess that our collaboration has brought consistent and long-term improvement to our organisational performance and culture. As such, we openly recommend TPC Leadership’s services and expertise.

Chief Executive Officer

European NGO
Path

The strength of TPC Leadership that stands out in my opinion is that they bring the most appropriate solutions by recognizing the organization they enter. The fact that the process works smoothly in long-term projects is an important sign that project management is carried out skillfully. I trust them as I would myself.

Necla Aksoy, Assistant General Manager, People & Culture

Sofra Compass Group Türkiye
Path

I would like to thank my TPCL trainer coaches, who enabled me to deepen and internalize what I learned, while providing a wide range of tools that I was able to focus on performance coaching.

Beste Şirin

Global Cosmetics Retailer
Path

We would like to thank you very much for the interactive online training on Diversity and Inclusion diversified with different examples in our own language by such an experienced team. Getting rid of prejudices, being aware and taking action, understanding the importance of diversity and using inclusive language are the outputs we have received from this training as a team. We have laid the foundation, it’s time to build on it, of course, with the support of the TPCL team.

Berrak Özakman, Manager, Human Resources

Global Luxury Brands Company

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