The ‘culture revolution’ organizational culture change consulting process, starting with the culture audit, begins to show visible results in 14 days. The sustainable new culture is embedded in the organization within 80 days.
Benjamin started his journey in helping organizations implement people development solutions in 2009. Achieving a DC certified Culture Revolution Consultant and Work Gamification Practitioner in 2018, he began his work in creating holistic positive culture change in organizations.
He has conducted several programmes in various organizations and impacted over 50,000 people through his workshops and
system developments.
Currently, besides operating EnHyphen, he is a founding member and in the exco of the Career Development Association of Singapore (CDAS), creating career conversations within and without organizations for the benefit of all.
Digital Transformation and Innovation are no doubt the key cornerstones for thriving in this new and changing economy
However, It is not just about adopting a new digital product or solution and plugging into your current business.
They are often
costly endeavors.
To ensure success, we have to ask ourselves, what else do we need to look into
besides technology?
Research into transformation has consistently shown that an important area that drastically improves the chance of a successful digital transformation is the changing of the mindsets and behaviours of the people within the organization; it’s about building a culture that embraces change and empowers people to work in new ways.
It is an application of digital technologies and a change in the cultural mindset of the people involved in the organization
To maximize our return of investment into these efforts, we ought to look into all areas that generate success.
1. Analysis
During this stage, we look into what your current situation; perception by the employees, company values and behaviours, and current behaviour strategies in place. We map the qualitative and quantitative data together and benchmark it to one of the five culture evolution stages
2. Defining A Desirable Culture and Strategic Thrust
As we examine the now, we also look into the future as seen by both management and key stakeholders within the organization. We use different facilitation methods and tools to build trust and vision among the people within the organization.
3. Creating Champions, a Gamified System and Commitment from Stakeholders
To create high performance by both staff and management, we develop champions and a gamified process to promote desirable behaviours linked to this culture for sustainability.
