By definition, culture is “a way of thinking, behaving or working that exists in a place or organization.” So every company, regardless of size and complexity, has one. At a time when culture is more important than ever, and may be a deciding factor when an interview candidate is assessing the acceptance of a job offer. . . or a long-term employee is deciding to stay or to go. . .

How does a company define their culture, and implement a plan for change?

Culture is defined by a statement of Vision, Mission, and Values.  In order to determine if there is a gap between the statement(s) and reality, leaders must have an open door to hear what employees are saying and feeling. More formally, surveys must be conducted, and an action plan for change developed and implemented. The number one factor in implementing any change is leadership buy-in, support and embodiment. 

How do we help you?  Although these are qualitative issues, we take an organized approach, teaming up our strategists with our experienced project managers, to take the following actions to help you achieve your goals:

  • Establish project parameters, to ultimately create a roadmap/schedule of activities, to identify and close the gaps between your vision and your current reality
  • Operationalize the roadmap into actionable items, and coordinate the flow of information between all engaged teams
  • Support implementation as may be required, with an integrated team and approach
Lori Strasser

Lori Strasser specializes in the “people and processes” side of the real estate strategy equation, bringing a customized perspective and methodology to various strategic programs, inclusive of workplace experience strategy, strategic occupancy planning and change engagement and communications.