top of page

๐—–๐˜‚๐—น๐˜๐˜‚๐—ฟ๐—ฒ ๐—–๐—ฎ๐—ปโ€™๐˜ ๐—•๐—ฒ ๐—™๐—ถ๐˜…๐—ฒ๐—ฑ ๐˜„๐—ถ๐˜๐—ต ๐—ฎ ๐—ค๐˜‚๐—ถ๐—ฐ๐—ธ ๐—›๐—ฎ๐—ฐ๐—ธ

  • Writer: Martin Egan
    Martin Egan
  • Mar 24
  • 2 min read

๐—ช๐—ต๐˜† ๐˜ƒ๐—ฎ๐—น๐˜‚๐—ฒ๐˜€ ๐—ฎ๐˜€ ๐—ฏ๐—ฒ๐—ต๐—ฎ๐˜ƒ๐—ถ๐—ผ๐˜‚๐—ฟ๐˜€ ๐—ฎ๐—ฟ๐—ฒ๐—ปโ€™๐˜ ๐—ฒ๐—ป๐—ผ๐˜‚๐—ด๐—ต, ๐—ฎ๐—ป๐—ฑ ๐˜„๐—ต๐—ฎ๐˜ ๐—น๐—ฒ๐—ฎ๐—ฑ๐—ฒ๐—ฟ๐˜€ ๐˜€๐—ต๐—ผ๐˜‚๐—น๐—ฑ ๐—ฏ๐—ฒ ๐—ฑ๐—ผ๐—ถ๐—ป๐—ด ๐—ถ๐—ป๐˜€๐˜๐—ฒ๐—ฎ๐—ฑ


After decades of working across public and private sectors, from labs and government offices to global boardrooms, one thing is clear: most employees canโ€™t recite their organisationโ€™s values. But they can describe, in striking detail, what it feels like to work there.


And that tells you everything.


Your culture isnโ€™t defined by whatโ€™s written in the strategy slide deck or displayed on office walls. Itโ€™s defined by the ๐—ฝ๐—ฎ๐˜๐˜๐—ฒ๐—ฟ๐—ป๐˜€ ๐—ผ๐—ณ ๐—ฏ๐—ฒ๐—ต๐—ฎ๐˜ƒ๐—ถ๐—ผ๐˜‚๐—ฟ ๐˜๐—ต๐—ฎ๐˜ ๐—ฎ๐—ฟ๐—ฒ ๐—ฒ๐—ป๐—ฐ๐—ผ๐˜‚๐—ฟ๐—ฎ๐—ด๐—ฒ๐—ฑ, ๐—ฑ๐—ถ๐˜€๐—ฐ๐—ผ๐˜‚๐—ฟ๐—ฎ๐—ด๐—ฒ๐—ฑ ๐—ผ๐—ฟ ๐˜๐—ผ๐—น๐—ฒ๐—ฟ๐—ฎ๐˜๐—ฒ๐—ฑ ๐—ฏ๐˜† ๐—ฝ๐—ฒ๐—ผ๐—ฝ๐—น๐—ฒ ๐—ฎ๐—ป๐—ฑ ๐˜€๐˜†๐˜€๐˜๐—ฒ๐—บ๐˜€ ๐—ผ๐˜ƒ๐—ฒ๐—ฟ ๐˜๐—ถ๐—บ๐—ฒ. Thatโ€™s the heartbeat of your organisation. And if youโ€™re serious about shifting it, you need to stop looking for surface level fixes and start with a proper diagnosis.


I still remember the atmosphere in my first job as a trainee lab technician. Leadership was invisible. Communication was non-existent, unless there was a crisis. There were no cascading messages, no town halls, no vision to connect to. But culture was everywhere. You could feel it in the way people talked in the corridor, who got listened to (and who didnโ€™t), and what got swept under the rug.


That early experience taught me to listen differently, to sense the real story, not the corporate one.


What surprises me today is how few leaders instinctively look for that story. Itโ€™s a bit like skipping a health check because you suspect the results might be uncomfortable. Culture is your organisationโ€™s ๐—ผ๐—ฝ๐—ฒ๐—ฟ๐—ฎ๐˜๐—ถ๐—ป๐—ด ๐˜€๐˜†๐˜€๐˜๐—ฒ๐—บ, yet many leaders avoid examining it too closely.


Instead, they reach for the corporate version of a quick supplement: a rebrand, a values refresh, a new engagement platform. Those things might look good on the outside, but without understanding whatโ€™s really going on underneath, theyโ€™re often addressing the wrong problem.


๐—–๐˜‚๐—น๐˜๐˜‚๐—ฟ๐—ฒ ๐—ฑ๐—ผ๐—ฒ๐˜€๐—ปโ€™๐˜ ๐˜€๐—ต๐—ถ๐—ณ๐˜ ๐˜๐—ต๐—ฟ๐—ผ๐˜‚๐—ด๐—ต ๐˜€๐—น๐—ผ๐—ด๐—ฎ๐—ป๐˜€. ๐—œ๐˜ ๐˜€๐—ต๐—ถ๐—ณ๐˜๐˜€ ๐˜๐—ต๐—ฟ๐—ผ๐˜‚๐—ด๐—ต ๐˜‚๐—ป๐—ฑ๐—ฒ๐—ฟ๐˜€๐˜๐—ฎ๐—ป๐—ฑ๐—ถ๐—ป๐—ด.


At Culture Impact, we start where real change begins, with diagnosis. We listen, we examine the environment, and we help you understand the systemic forces shaping everyday behaviour. We donโ€™t sell off the shelf hacks. We help you build something better, ๐—ฝ๐—ฎ๐˜๐˜๐—ฒ๐—ฟ๐—ป๐˜€ ๐—ผ๐—ณ ๐˜€๐˜‚๐—ฐ๐—ฐ๐—ฒ๐˜€๐˜€ ๐˜๐—ต๐—ฎ๐˜ ๐—ฎ๐—น๐—ถ๐—ด๐—ป ๐—ฐ๐˜‚๐—น๐˜๐˜‚๐—ฟ๐—ฒ ๐˜„๐—ถ๐˜๐—ต ๐˜€๐˜๐—ฟ๐—ฎ๐˜๐—ฒ๐—ด๐˜† ๐—ฎ๐—ป๐—ฑ ๐—ฝ๐—ฒ๐—ฟ๐—ณ๐—ผ๐—ฟ๐—บ๐—ฎ๐—ป๐—ฐ๐—ฒ.

Comments


bottom of page