Assessment and Transformation / UK Energy client

Challenge

The CEO commissioned RLH consulting to complete a cultural assessment to understand the existing culture prior to defining the future culture required to support the organisation’s new target operating model. Once the cultural vision was defined, we were engaged to provide ongoing support on communication and transformation activity.

Solution

RLH has worked with the organisation for over three years, with activities spanning the initial cultural assessment, Exec and Board workshops to define the future culture and values, focus groups to test leadership thinking, launch communication activity and delivery of a plan to fully embed the values and behaviours. We are currently running a Leadership Development programme based around the behaviours and key skills gaps.

Board upskilling / UK Building Society

Challenge

We were engaged by the Chairman and CEO of a regional Building Society to create a common understanding of culture amongst the Board, use information available to provide an independent assessment of culture and create the impetus for ongoing change in an already strong culture.

Solution

Board workshop sessions were designed and facilitated using the cultural drivers to explain and assess culture. Key strengths and potential gaps were identified and fed into a session on articulating desired culture. Specific actions were agreed and ongoing progress monitored.

Culture Coaching / CEO of Managed Services firm

Challenge

We supported the CEO over a 12 month period as he sought to transform the culture of the organisation and embed new values. The change process was under-way but stalling.

Solution

Using the cultural drivers, it became clear that inconsistency of messaging from other senior leaders and a tightening control environment was unseating other positive change. We supported the CEO and specific members of his team to address the blockers systematically.

Leadership development / UK Consumer Body

Challenge

RLH was engaged by the organisation to design and deliver a Leadership Development programme 18 months after the launch of new values. The programme needed to support in embedding the values and associated behaviours as well as plug significant skills and knowledge gaps.

Solution

Having conducted a needs analysis, through focus groups and interviews with a cross section of people, we identified the need for an entry level leadership programme as well as a follow on course which would build on the base-level skills and provide support to more experienced leaders. Four years on, we are still engaged, have taken over 250 people through our courses and are currently in the process of reviewing content as business priorities shift. We have also facilitated a number of one-off strategy events at Exec and divisional level.

Behavioural Change / European Bank

Challenge

The bank had identified ‘respect for colleagues’ as a significant and wide-spread blocker to cultural change. By understanding the behavioural drivers of employees and leadership impact, we designed a series of immersive interventions to highlight behaviour and ongoing actions to embed change.

Solution

Six events, using actors with scripts based on reported incidents, were delivered to over 300 people at all levels bringing behaviour to life. A discussion was facilitated about how actions could and should have been different. Changes were made to values and people processes, supported by actions that demonstrated commitment to change.