CULTURE
CHANGE

Workplace culture can be hard to describe. Like fish in water, we are all impacted by culture. But can you articulate the water in which you swim?

By discussing and defining your Unwritten Ground Rules, or UGRs, as a team, we can help you proactively strengthen your workplace culture.

COMPONENTS AND COST

$2,500 AUD which includes; a) initial consult, b) 4-hour team training session, c) written UGRs report, and d) implementation coaching session.

BOOKINGS

This process requires authentic team-based conversations about culture, which can only be done effectively in-person (not online).

Our accredited consultants are based in Hobart, Tasmania, and travel to most cities across Australia.  

ABOUT CULTURE CHANGE TRAINING

Peter Drucker famously stated that “culture eats strategy for breakfast.” 

We may develop policies, procedures, handbooks and guidelines to control and manage behaviour, but the Unwritten Ground Rules of a team most accurately determine “how people do things around here.”

In this way, the UGRs of an organisation constitute its culture. They represent the deep-seated values, beliefs and behaviours of a group of people. And remarkably, they are rarely talked about openly. 

This training will enable your team to discuss, define and examine their UGRs together. The process is effective in helping teams clarify their existing culture, leading to long-term change. We celebrate positive UGRs. We redefine negative UGRs. We commit to a series of next actions to shift “the way we do things around here.” 

Could it be time to invest in the health of your team by unlocking their Unwritten Ground Rules?

HERE’S HOW IT WORKS

Step 1:
  • Initial consult to discuss the particulars of your team.
Step 2: 
  • 4-hour training and facilitation session to help your team define and clarify their UGRs:
    • Understand how UGRs function in a workplace setting;
    • Identify existing UGRs as a team by using “around here” statements; 
    • Introduce invitation and challenge matrix to support honest and respectful conversations;
    • Celebrate positive UGR’s and re-framing negative UGR’s (see example PDF below). 
Step 3: 
  • Written report outlining the team’s current and future UGRs, including next actions.
Step 4:
  • Follow-up coaching to support the team leader or manager to identify and implement culture change.