Introduction

In the quickly changing corporate environment of today, building a strong organizational culture is essential. This article describes how a customer specialising in specialist consulting for international life sciences and healthcare industries changed their corporate culture using the novel C.U.L.T. (Campaign, Unlearn, Learn, Tools) paradigm. This case study underscores the process of integrating fundamental principles into all facets of the organization, from its initial establishment to its rapid expansion.

Background & Challenge

Initially founded by six visionaries, the client organisation had grown significantly, necessitating a scalable approach to maintain and enhance its vibrant corporate culture. The primary challenge was not only scaling operations but also ensuring that the evolving team dynamics and expansion did not dilute the established organizational culture.

Objectives and Strategic Approach

Key leaders convened for a visioning workshop to clearly identify the company values, which marked the start of the transition. These principles were converted into practical actions that complemented the objectives of each department. Following that, these ideals were incorporated into specific Key Performance Indicators (KPIs) and Key Result Areas (KRAs), with the assistance of thorough training and motivating staff activities. Furthermore, all of the company’s products—both traditional and digital—such as press releases and sales materials, as well as social media and the website—were integrated with these key values.

Our Solution: Implementing the C.U.L.T. Framework

The C.U.L.T. framework was deployed using the Build, Operate, Transfer (B.O.T.) model over an extensive 15-month period. This strategic framework involved:

• Campaign: Launching targeted campaigns to promote and embed the desired cultural values.
• Unlearn: Addressing and modifying any existing practices that conflicted with the new values.
• Learn: Implementing learning modules, workshops, and coaching to reinforce the new cultural norms.
• Tools: Providing the necessary tools and resources to sustain the cultural changes.

The C.U.L.T. Framework in Action

The engagement, which began in 2020, featured a mix of online and offline interactions tailored to reinforce company values effectively:

• Format: Utilization of micro-learning capsules, offsite meetings, town halls, guest speaker sessions, and experiential activities.
• Methodology: Year-round engagement through webinars, panel discussions, and social media integration, complemented by a customized rewards and recognition system.
• B.O.T. Model: A structured transition plan was established where the initial campaign managed by our team was systematically handed over to a carefully selected and trained internal team, ensuring sustainability and internal ownership.

Outcome and Ongoing Partnership

The outcomes had a revolutionary effect. The company expanded from its founding six-person team to a thriving 200-person community—all the while preserving a flexible and coherent corporate culture. The collaboration continues with continuing learning interventions to support the client’s initiatives centred on culture and values once the B.O.T. model is successfully implemented in 2022.

Conclusion: Transforming Your Organizational Culture

Are you looking to cultivate a strong and sustainable culture in your organization? Explore how our C.U.L.T. framework can be customized to meet your unique needs.