Our leadership team brings over 50 years of experience helping organizations build exceptional cultures to attract, hire, retain, and leverage outstanding talent.
Problems We Solve:
WE USE OUR PROPRIETARY “CULTURE DEVELOPMENT LIFECYCLE” (CDL) TO SAFEGUARD YOUR COMPANY FROM LOSING PRODUCTIVITY, PEOPLE AND PROFITS.
Defining the organization
The foundational building blocks of your organization are your strategic plan, core values, mission and vision. These are competitive advantages and are the basis for all business decisions. Learn more about how our Strategic Planning and V-M-V engagements will help you.
Shaping the organization
There is almost always a disconnect between a leader’s perception of an organization’s culture and employees’ perception. These disconnects create communications challenges, misaligned expectations and result in reduced trust and confidence in leadership. We use a collection of assessments to measure organizational and individual performance to close the expectations gaps and build the strongest cultures possible.
The top 3 reasons why people are unhappy in their jobs are communication related: lack of direction from management, poor communication overall, and constant change that is not well communicated.
Cultural initiatives always trigger new expectations. These expectations cause anxiety, and require leadership teams to be strategic, proactive, and transparent with their communications. Our communications engagements improve communications processes across our client organizations, and ensure that clear & unambiguous communication cascades through the entire company from the C-suite to the front line.
Fueling the organization
The cost of a bad hire to a company can be astronomical. According to a study by the Society for Human Resources Management (SHRM), it could cost (an organization) up to 5 times a bad hire’s annual salary.
Our proven approach prevents the “P.U.R.E” (Previously Undetected Recruiting Error). We work with companies to ensure their recruiting, hiring, and onboarding approaches are aligned with the values and behaviors they need in employees to reach the organization’s goals and deliver outstanding products and/or services to clients.
Guiding the organization
According to the International Coaching Federation (ICF), leaders who participated in executive coaching saw 50 – 70% increases in work performance, time management, and team effectiveness. The same study also found that 86% of companies who used coaches enjoyed a ROI that far exceeded their initial investment in the coaching process. However, to get lasting effects from this type of development you need to ensure it supports your mission, vision, and values as well as the desired behaviors and skills you need from your employees to meet your strategic objectives.
We are constantly hearing about the value of leadership and employee development. However, to get lasting effects from this type of development you need to ensure it supports your mission, vision, and values as well as the desired behaviors and skills you need from your employees to meet your strategic objectives. Learn more about our multi-faceted approach that to leadership and employee development that includes competency development, our SCALE Leadership Academy, developing your training university, and coaching services.
We offer numerous interactive workshops for companies and organizations that create leadership communities. Learn more about our workshops to see which topics will support your learning goals.
Leadership Community Building:
Supporting and growing the organization
Marissa is the author of the #1 best-selling book on advisory boards, “Built to SCALE™: How Top Companies Create Breakthrough Growth Through Exceptional Advisory Boards.” Thousands of business owners worldwide have applied her SCALE™ model to help Select, Compensate, Associate, Leverage and Evaluate advisory board members. Learn how Successful Culture International can help you develop effective advisory boards.
Successful Culture International facilitates employee meetings, executive retreats, strategic planning sessions and advisory board meetings to ensure high engagement, maximum productivity, open communication and desired results. Discover how our group facilitation programs can help your teams be the most productive they can be.
SCI BEST PRACTICES FOR CHANGE MANAGEMENT, LEADERSHIP DEVELOPMENT, AND ORGANIZATIONAL DEVELOPMENT INITIATIVES
SCI’s leaders hold MBAs and MAs in Organizational Development, Human Resources Development, and Curriculum Development, and have more than 50 years of collective experience designing, developing, and implementing executive development and leadership programs. The best practices we have learned are:
- Aligning all organizational initiatives to organizational values, mission, and vision.
- Customizing education as much as possible to reflect restrictions of the learners, as well as various learning styles.
- Recognizing that education is a dynamic, continuously evolving process that must be evaluated and updated regularly to remain relevant.
- Recognizing that robust technology never compensates for poor content or a poorly defined strategy.
- Recognizing that all development must start with a comprehensive assessment of the learning population and the environment, followed by an analysis of competencies. SCI uses the Korn Ferry “For Your Improvement” Model of Competency Assessments in all engagements.
- Recognizing that a holistic and integrated approach to change management is vastly more effective than a piecemeal approach.