Building a culture where people and results are honored

With General Electric being dropped from the Dow Jones industrial average, it marked the departure of the last of the original list of 30 companies that made up the index in 1896. To some, it was a stark reminder of the challenge of sustaining a company over a long time.

Today, top-of-mind for great companies include the likes of Google, Salesforce, Nike, and Berkshire Hathaway. The challenge to every business leader is to build a great company as defined by its people, results and culture.

3 important factors in overcoming business challenges

Reflected in every aspect of an organisation’s operations, culture and its influence on business results must not be underestimated. Culture “can account for 20-30% of the differential in corporate performance when compared with ‘culturally unremarkable’ competitors."

An organisation that is agile is built to adapt to changes. Employees are empowered to learn new skills. They respond well to change, knowing how to innovate, problem solve, and think outside the box. They are able to participate meaningfully in change initiatives, without fear or resistance.

When employees are valued, cared for, and respected, they become highly engaged, and thus more emotionally committed to their work. This results in lower staff turnover and absenteeism. Disengagement, on the other hand, affects talent even more and results in higher turnover, a key concern for leadership.

culture

Reflected in every aspect of an organisation’s operations, culture and its influence on business results must not be underestimated. Culture “can account for 20-30% of the differential in corporate performance when compared with ‘culturally unremarkable’ competitors."

lead

An organisation that is agile is built to adapt to changes. Employees are empowered to learn new skills. They respond well to change, knowing how to innovate, problem solve, and think outside the box. They are able to participate meaningfully in change initiatives, without fear or resistance.

effectiveness

When employees are valued, cared for, and respected, they become highly engaged, and thus more emotionally committed to their work. This results in lower staff turnover and absenteeism. Disengagement, on the other hand, affects talent even more and results in higher turnover, a key concern for leadership.

Culture is the most critical in solving these challenges

Culture influences behaviours, actions, and decisions in a company. It is not a by-product but rather a deliberate and strategic undertaking.

Culture has a direct impact on performance, engagement, innovation, agility, and the ability of an organisation to learn, grow, and adapt.

culture of trust

How Culture solves business problems

There are different types of corporate or organisational culture. They each contribute to the success of the business in distinct ways:

culture excellent

Culture of Excellence

A culture of excellence is an organisational way of thinking and commitment to go beyond the ordinary. It is “an environment where people are called upon to contribute to each other and to the success of the organization."

culture innovation

Culture of Innovation

Innovation cultures are prized by organizations that compete in markets defined by rapid change. A culture of innovation nurtures out-of-the-box thinking and application and empowers everyone in the organisation to contribute their thoughts and ideas.

culture learning & growth

Culture of Learning & Growth

A culture of learning and growth enables a versatile and agile staff who is able to meaningfully play a part even as a company evolves. They adopt a growth mindset, take ownership of their development, and continually seek to add value.

Trust is the foundation of all cultures

At the foundation of every business culture is the element of trust.
Trust is the key to a culture that promotes success, whether an organisation is striving for excellence, innovation, or growth.

A company cannot be great without cultivating a culture of trust.

culture of trust

Our Philosophy & Approach

Culture is to a company what soil is to a plant. Good soil nurtures the seeds, influencing how the plants grow, develop, and bear fruit. Building your company culture allows you to create good soil for your organisation. Your culture becomes a reflection of your organisation’s values, enabling practices, behaviours, and attitudes that are healthy and life-affirming.

Culture building is an organisation-wide process

Cultivating a culture of trust is a deliberate undertaking requiring organisation-wide commitment and participation, starting from the top. Culture is not built overnight but requires long-term investment and nurturing. It is intentional and the know-how can be acquired.

In our 11 years as a practitioner, we developed a Culture of Trust framework to help other organisations. We start by diagnosing the strengths and opportunity areas in your organisational culture and co-create solutions with you to address them.

Shared Ownership of Organisation Vision and Values

  • Vision and values of the organisation are clear, inspiring and communicated.
  • Staff resonate with, and are moved by the vision and purpose of the organisation.
  • Staff values are aligned to the organisation's, and embraced and lived out.

Trusted & Relationally Competent Leaders

  • The leader recognises that leadership is first designed to serve; a leader is humble, authentic, self-aware and secure, and thus able to earn trust.
  • A rare balance of being tough-minded yet tender-hearted; both courageous and caring.
  • An ability to resolve relational/people conflicts, skilled in restoring and building trust.

Cohesive teams that honour and help one another grow

  • Staff who are passionate, skilled in what they do and meet the organisation’s needs.
  • Their leaders trust, develop and empower them.
  • People are free from fear, and are innovative, entrepreneurial and resilient.

People Flourishing In Their Lanes

  • Staff who are passionate, skilled in what they do and meet the organisation’s needs.
  • Their leaders trust, develop and empower them.
  • People are free from fear, and are innovative, entrepreneurial and resilient.

Culture of Trust

Emotionally-safe Environment

Shared ownership of organisation vision and values

Trusted and relationally competent leaders

Cohesive teams that honour and help one another grow

People flourishing in their lanes

How we help our clients

Global Insurance Company

culture building

We helped a global insurance company embrace and live out their value on customer-centricity through a company-wide values alignment workshop.

Urban Solutions Provider

culture building

We helped a leading urban solutions provider clearly communicate their values through an organisation-wide values intervention spanning several countries.

Institute of Higher Learning

culture building

We helped an IHL in Singapore build culture advocacy through staff engagement and alignment of organisational goals and vision so that everyone in the IHL resonates with & is moved by its vision and purpose.

The ROHEI work ethic demonstrated by every staff member is truly an example of the culture that every organisation wants to build. You feel hosted by the entire team when you hold a programme at ROHEI.

After the programme, staff and managers alike started to embrace our company core values in their leadership, which was seen in their daily communication and work execution. All these also led to improvements in our staff engagement, reduction of staff turnover and greater cross functional collaboration towards common business goals.

Head, Learning & Development
S$20 Billion Urban Solutions Provider