Say Goodbye To Sunday Night Scaries.,Worries.,Anxiety.,Stress.,Dread.

People deserve to look forward to work. By aligning the four pillars of a healthy culture, you can give them that feeling. Discover how to boost people's resilience, create compassionate conflict, and break down silos in your teams.

Sound like a trick? It just looks like one. But only for those who don't know the right moves. Book an Exploration Call now. We’ll make people wonder what your secret is. (Any happy thoughts you’ll start having about your own job are free of charge.)

The promise of a great culture has attracted smart and passionate people to your organization. But with growth and change, achieving a daily atmosphere that lives up to that promise has become an increasing challenge.

You try to motivate your top performers by giving them extra responsibility and stretch goals;

But in spite of consistently 'hitting their numbers', many are starting to express they feel treated ‘like a number' more each day. Is there a way to balance people’s individual needs with organizational goals?

You have smart people in all corners of your organization;

Yet meetings are becoming dominated by a vocal minority, while everyone else seems content to sit silent. How do you get everyone to feel heard without silencing those already contributing?

You’ve attracted passionate people who care about your mission;

But these passions become problematic when departments argue with each other, as if trying to prove who cares more. There must be a way to help people channel their emotion and find common ground?

You want to be the best leader you can be;

But most days you’re too busy managing everyone’s emotions to work on strategy. How long can you be stuck as a manager before the organization begins lacking leadership?

Culture is not built on ping-pong tables and nap pods. It’s reflected in the efforts of people whose commitment is tied to what they give over what they get. Where feedback is given and received like the gift it is.

It is possible. Once you know the difference between your Culture and your Climate - and the simplest way to forge both.

Organizational Culture

Is the collective beliefs & behaviours that shape the interactions among your people. It's your ‘group DNA’. The unique identity that distinguishes your organization from all others.

Organizational Climate

Is the current atmosphere: the choices you expect, acknowledge, and encourage. Your culture remains constant. Your climate varies based on how well everyone knows what’s expected and rewarded.

Creating high-performance climates starts with developing high-accountability cultures. Our simplified emotional intelligence and psychological safety frameworks allow your people to dedicate every ounce of their passion and intelligence to your organization every single day.

“One misconception about highly successful cultures is that they are happy, lighthearted places. This is mostly not the case. They are energized and engaged, but at their core their members are oriented less around achieving happiness than around solving hard problems together.”

Daniel Coyle - Author - The Culture Code

Your Culture Is Your Unique Shared Identity

Identity is the only element of human personality that remains constant. It’s how you "know you're still you" despite growth and change. Organizations are no different.

We reveal your unique identity through carefully crafted workshops. Then we specify behaviours that anyone can embrace to tangibly identify themselves as a member of your culture through their actions.

Workplace Emotional Intelligence

Identity is anything you would say "I am" in front of. Everyone has multiple identities. Emotional intelligence makes you aware of each. It then allows you to adjust to various circumstances by matching the right identity to the situation.

Revealing core workplace identities allows your team to regulate between them, optimizing performance.

Shared Identity

The attitudes and behaviours that identify someone as a member of your organization. We first establish team norms, clearly articulating what it means to "be" a citizen of your culture.

Self-Identity

We then assess everyone's Cognitive Colour. This represents a collection of thought patterns hardwired into habits. They produce such consistent behaviour that they form a person's self-identity.

Shadow Identity

Under stress, emotion overrides thought. Work creates emotional stress. 'Shadow' identities represent reactions to these situations. Increasing awareness of this identity allows for better emotional regulation.

Accountability

According to the APA, accountability is the ability to own one's choices. By simplifying the three main workplace identities, we increase people's ability to choose which to act from.

Create A Culture of Accountability

Emotionally Intelligent people operating from a Shared Identity is the only way to create a Culture of Accountability.

When Rational people operate from Self-interest, Ambiguity results as differing opinions emerge over what is right. Accusations fly when Self-interest turns Emotional. And even a Shared Identity isn’t enough for passionate people to keep from Arguing without EQ to help regulate.

Think your group could benefit from some added Accountability? Book an Exploration Call to get your tailored plan to move “up and to the right”.

“We have a place in our brain that’s always worried about what people think of us, especially higher-ups. As far as our brain is concerned, if our social system rejects us, we could die. Given that our sense of danger is so natural and automatic, organizations have to do some pretty special things to overcome that natural trigger.”

Daniel Coyle - Author - The Culture Code

Your Climate Is The Current Atmosphere

If the weather turned dangerous, would it alter your world view? Not exactly, but you would act differently. Your actions influence others. Change enough people's actions, and beliefs about how safe an environment is will change accordingly.

Culture is a set of shared beliefs. Beliefs are truths based on personal evidence. If something is proven, you don't need to 'believe' in it. Others' actions become evidence that shape our beliefs. In other words, your culture is what you collectively believe, but collective behaviours can change those beliefs.

The Safety of a Group vs Safety From The Group

Psychological safety measures the cost that people feel is tied to asking questions, admitting mistakes, or challenging others. It’s a product of how a team handles disagreements.

Avoiding conflict signals danger. Safe environments are therefore not conflict-free. They're the places where people feel secure enough to embrace conflict. Our model focuses on climate's ability to reshape culture by optimizing conflict - thus safety - across the four levels it's felt.

Individual

Think of this as an internal conflict: the debate raging in people's minds whether to speak up. You may have created a safe space for sharing. But you can't change their lived experience. EQ helps people understand their feelings. It lets them know if the environment is truly unsafe or merely reminding them of their past.

Team

Conflict within a team. Engaging with teammates is where people experience direct reactions to their questions, mistakes, feedback, and challenges. To improve safety at this level we teach conscious conflict. We show how to keep the climate safe, without falling into the trap of believing that culture must be a 'happy place'.

Organization

Conflict between teams. Trust is often earned within a team by defending it from other teams. If your heart defended itself from your lungs, the body would die, killing both organs. We turn organizations into organisms by replacing trust with safety. Expected responses to chaos, pressure and feedback are normalized across the organization.

Leadership

Conflict between a leader's identities. Driver behaviour changes when police follow them. Officers hold power even if it's not used. A leader’s mere presence changes a room's dynamics, altering safety. They also hold multiple identities. Individual. Teammate. Boss. This grants mobility across an organization, affecting safety as they roam. Executive coaching and 360 reviews restore balance.

Create A Climate of Belonging

When people know what voluntary actions will earn them praise, and that praise is given every time they act, a Climate of Belonging forms.

Sanctions aren't punishments. They highlight poor choices and are lifted once choices improve. Punishment is withholding praise for things people cannot change. It marginalizes, eroding safety for all. But, once praise is given for traits instead of choices, people will no longer volunteer to speak up. This robs the group of needed conflict, harming safety in more deceptive ways.

Think your climate could use some work? Make the choice to belong to the group of safety-driven leaders who’ve reshaped their teams. Book an Exploration Call now.

“A bad system will beat a good person every time. If you can’t describe what you are doing as a process, you don’t know what you’re doing.”

W. Edwards Deming - Economist

We are the preferred choice for organizations seeking lasting change in their teams. For those who know content alone won't help them. We designed our systems to overcome biases and barriers inherent in those they were designed to help. To 'get people out of their own way', improving individual wellbeing while enhancing company performance.

We believe budgets should never be a barrier to well-being. So we keep you in charge of what we charge. Identify your team's needs. Stack solutions for bundling discounts, and use pre-payment options to reduce fees even further.

Accountable Cultures + Climates of Belonging = Organizations That Achieve

As a leader, your job isn't to make everyone comfortable. It's to help them achieve. It is to create a space safe enough for people to embrace discomfort. Our job is to ensure you have the tools to do yours.

We turn outcomes into choices that lead to them, creating authentic accountability. We reveal what true belonging means. By focusing on choices, we give people control over their contributions, boosting self-worth. When they choose right, everyone feels chosen, taking well-being even further.

We know what we are doing. Our system makes good people better by not allowing them to beat themselves. Our intake process ensures we deliver on this, each and every time:

1: Uncover Needs

Assessment

Our expertise in organizational psychology and emotional intelligence allows us to identify the root cause of any issue you may be facing. Our empathy as leaders of a growing enterprise helps us tailor solutions that fix these issues, without causing unwanted disruption or stress.

2: Design Solutions

CultureSprints

Each solution we offer is designed as a sprint - a 30 day program built to grow a specific capacity or solve a specific problem. A live, expert-led kick-off delivers the same understanding to all. 30 days of push notifications tailor learning to each learner's Cognitive Colour, creating habits.

3: Bundle Services

CultureShift

Sprints are exceptional at addressing acute issues. Many high-growth organizations require more intensive work. CultureShifts are 90-day intensive programs that bundle the 3 sprints. You get a more comprehensive solution, and bundling multiple sprints activates discounts, lowering your cost.

4: Long-Term Partnership

CultureSmith

For some change is constant and success is mandatory. Organizations in rapid growth and non-profits whose internal culture directly impacts the communities they serve are just two types of organizations we partner with on committed, monthly retainers. Receive on-demand access to all our resources, in the most budget-friendly package.

Protect What You’ve Built As You Continue To Build

Our culture-shaping work is supported by HireEQ - our emotional intelligence-based hiring service.

Our benchmarks take the guesswork out of determining what an “A Player” looks like. Our assessments and custom interview questions make evaluating a breeze. We combine our EQ framework and 50+ years of recruitment experience to challenge your biases, increasing in all hiring decisions.

The only choice left is how to get begin. Book a discovery call to get a full diagnosis from an expert. Or explore our pricing page to set your budget before you do.

Book A Discovery Call

Say Goodbye To Sunday Night Scaries.,Worries.,Anxiety.,Stress.,Dread.

People deserve to look forward to work. By aligning the four pillars of a healthy culture, you can give them that feeling. Discover how to boost people's resilience, create compassionate conflict, and break down silos in your teams.

Sound like a trick? It just looks like one. But only for those who don't know the right moves. Book an Exploration Call now. We’ll make people wonder what your secret is. (Any happy thoughts you’ll start having about your own job are free of charge.)

The promise of a great culture has attracted smart and passionate people to your organization. But with growth and change, achieving a daily atmosphere that lives up to that promise has become an increasing challenge.

You try to motivate your top performers by giving them extra responsibility and stretch goals;

But in spite of consistently 'hitting their numbers', many are starting to express they feel treated ‘like a number' more each day. Is there a way to balance people’s individual needs with organizational goals?

You have smart people in all corners of your organization;

Yet meetings are becoming dominated by a vocal minority, while everyone else seems content to sit silent. How do you get everyone to feel heard without silencing those already contributing?

You’ve attracted passionate people who care about your mission;

But these passions become problematic when departments argue with each other, as if trying to prove who cares more. There must be a way to help people channel their emotion and find common ground?

You want to be the best leader you can be;

But most days you’re too busy managing everyone’s emotions to work on strategy. How long can you be stuck as a manager before the organization begins lacking leadership?

Culture is not built on ping-pong tables and nap pods. It’s reflected in the efforts of people whose commitment is tied to what they give over what they get. Where feedback is given and received like the gift it is.

It is possible. Once you know the difference between your Culture and your Climate - and the simplest way to forge both.

Organizational Culture

Organizational Climate

Creating high-performance climates starts with developing high-accountability cultures. Our simplified emotional intelligence and psychological safety frameworks allow your people to dedicate every ounce of their passion and intelligence to your organization every single day.

Daniel Coyle - Author - The Culture Code

Your Culture Is Your Unique Shared Identity

Identity is the only element of human personality that remains constant. It’s how you "know you're still you" despite growth and change. Organizations are no different.

We reveal your unique identity through carefully crafted workshops. Then we specify behaviours that anyone can embrace to tangibly identify themselves as a member of your culture through their actions.

Workplace Emotional Intelligence

Identity is anything you would say "I am" in front of. Everyone has multiple identities. Emotional intelligence makes you aware of each. It then allows you to adjust to various circumstances by matching the right identity to the situation.

Revealing core workplace identities allows your team to regulate between them, optimizing performance.

Shared Identity

Self-Identity

Shadow Identity

Accountability

Create A Culture of Accountability

Emotionally Intelligent people operating from a Shared Identity is the only way to create a Culture of Accountability.

When Rational people operate from Self-interest, Ambiguity results as differing opinions emerge over what is right. Accusations fly when Self-interest turns Emotional. And even a Shared Identity isn’t enough for passionate people to keep from Arguing without EQ to help regulate.

Think your group could benefit from some added Accountability? Book an Exploration Call to get your tailored plan to move “up and to the right”.

Daniel Coyle - Author - The Culture Code

Your Climate Is The Current Atmosphere

If the weather turned dangerous, would it alter your world view? Not exactly, but you would act differently. Your actions influence others. Change enough people's actions, and beliefs about how safe an environment is will change accordingly.

The Safety of a Group vs Safety From The Group

Psychological safety measures the cost that people feel is tied to asking questions, admitting mistakes, or challenging others. It’s a product of how a team handles disagreements.

Avoiding conflict signals danger. Safe environments are therefore not conflict-free. They're the places where people feel secure enough to embrace conflict. Our model focuses on climate's ability to reshape culture by optimizing conflict - thus safety - across the four levels it's felt.

Individual

Team

Organization

Leadership

Create A Climate of Belonging

When people know what voluntary actions will earn them praise, and that praise is given every time they act, a Climate of Belonging forms.

Think your climate could use some work? Make the choice to belong to the group of safety-driven leaders who’ve reshaped their teams. Book an Exploration Call now.

W. Edwards Deming - Economist

We believe budgets should never be a barrier to well-being. So we keep you in charge of what we charge. Identify your team's needs. Stack solutions for bundling discounts, and use pre-payment options to reduce fees even further.

Accountable Cultures + Climates of Belonging = Organizations That Achieve

As a leader, your job isn't to make everyone comfortable. It's to help them achieve. It is to create a space safe enough for people to embrace discomfort. Our job is to ensure you have the tools to do yours.

We turn outcomes into choices that lead to them, creating authentic accountability. We reveal what true belonging means. By focusing on choices, we give people control over their contributions, boosting self-worth. When they choose right, everyone feels chosen, taking well-being even further.

We know what we are doing. Our system makes good people better by not allowing them to beat themselves. Our intake process ensures we deliver on this, each and every time:

1: Uncover Needs

Assessment

2: Design Solutions

CultureSprints

3: Bundle Services

CultureShift

4: Long-Term Partnership

CultureSmith

Protect What You’ve Built As You Continue To Build

Our culture-shaping work is supported by HireEQ - our emotional intelligence-based hiring service.

Our benchmarks take the guesswork out of determining what an “A Player” looks like. Our assessments and custom interview questions make evaluating a breeze. We combine our EQ framework and 50+ years of recruitment experience to challenge your biases, increasing in all hiring decisions.

The only choice left is how to get begin. Book a discovery call to get a full diagnosis from an expert. Or explore our pricing page to set your budget before you do.

Book A Discovery Call

Set Your Price

Contact

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