CHALLENGES
Even the most successful cultures that champion freedom of thought or inclusivity can fall into the grip of unseen influences:
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.
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.
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.
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.
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.
State of the Heart: Burnout, resilience and the importance of truly sustainable leadership In their 2024 State of the Heart report, Six Seconds revealed a sobering picture of the global
State of the Heart: Is connecting more via technology harming our emotional resilience? In their 2024 State of the Heart report, Six Seconds revealed a sharp decline in global emotional
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
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
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
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
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
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, Beste ŞirinBeste Şirin
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
Sign up for the TPC Leadership mailing list to receive the latest insights from our experts, leadership news and our upcoming events.
