What Working With Me Looks Like

In brief

The Culture Code™ Readiness System names your company’s personality and puts the behaviors it calls for into the HR system you already have.
Your leaders own it. I do the work alongside your HR team.
It starts with a free discovery call.

If you’ve read this far, you probably already suspect your culture is leaking somewhere. Good people aren’t joining, aren’t engaged once they’re here, or aren’t staying. Before you decide whether I’m the right person to help, here’s what working together looks like from start to finish.

The short version

I name your company’s personality, turn it into specific behaviors for each level of your organization, and put those behaviors into the HR system you already have: how you hire, onboard, develop, review and promote people. Your system stays yours, and its shape doesn’t change. What changes is that it starts building and measuring the behaviors your company actually runs on.

Step by step

1. A discovery call. It’s free. Before we talk, I do my homework: your website, what employees say about you publicly, and your leaders on LinkedIn. On the call I mostly listen. I want to hear where it hurts.

2. A presentation built for you. I come back with what I heard, where I think your culture is leaking, and how the Readiness System would close that gap. It covers the steps, the timeline and what you’d get. If it isn’t a fit, this is where we’ll both know.

3. We sign an agreement.

4. You send me what you have. Information about your product, your leadership material (mission, vision, values, and anything else you think I should know), what your employees are telling you (engagement surveys, turnover, exit and stay interviews), and how many levels your organization has. Some companies have three. Some have five.

5. Your company takes the Culture Code™ diagnostic. It goes to everyone, inside an announcement from you explaining that the company is building a new competency structure. Not everyone has to finish it. We set a deadline, and whoever responds, responds.

6. Your results. I walk you through what I found in three places: your leadership, your employee experience and your product. I’ll show you where your personality shows up clearly and where it doesn’t. You decide the personality. If the read is clear, I’ll present one. If you’re between two, I’ll present both and you choose.

7. Your capability framework. This is the core of the work: the behaviors your personality calls for, written for each level of your organization and adjusted to your own language. We’ll also pinpoint where the leak is worst: attracting, engaging or retaining.

8. We pick one area to start. Recruiting, onboarding, training and development, performance reviews, succession, or employee relations. Starting with one keeps it manageable and shows results sooner.

9. Final language. You review it, we adjust it, and it’s yours.

10. Rollout. Your leaders go first, and they own it. I work with them one-on-one. Then each manager sits down with each of their people, with the behaviors for that person’s level, their job description and their goals on the table. Goals are what you accomplish. The behaviors are how you accomplish it. Nobody gets put in a classroom. Many companies time this with performance reviews and goal setting, but it can happen whenever you’re ready. Recruiting and onboarding can start right away, since they only affect new hires.

What you get

Your company’s personality, named, with the evidence behind it.
The behaviors it calls for, defined for each level of your organization.
The documents for the area you start with, built to drop into what you already use. In recruiting, that’s a way to build interview questions and read the answers. In performance reviews, it’s rating cards that sit underneath your existing review form.
A way to catch your culture slipping, so HR can raise it in the room while the decision stays yours.
Talking points and recommendations for your leaders’ rollout.

What stays yours

Your HR system. I work on the documents inside it, like job descriptions, interview guides and review forms, alongside your HR person. I don’t rebuild your processes, your software or your approval chains.

Your decisions. You choose the personality. You decide how the behaviors factor into ratings and pay. I bring the information and the recommendations.

Timeline and investment

Every engagement is built around what I find in your company, so I don’t quote a one-size timeline or price. You’ll see both in your presentation, before you sign anything.

Who this is for

CEOs and CHROs who believe culture drives results and want it working inside their HR system. It works best when leadership is ready to lead it.

Who it isn’t for

Companies that want HR to own culture alone. HR supports this work. Leadership has to lead it, or it becomes “HR’s thing” and fades.
Companies looking for a personality test to screen candidates. The behaviors are one input in a hiring decision, never the only reason.
Companies that want a document to file away. This only works when it gets used.

Start with a conversation

The discovery call is free, and it’s the fastest way to find out whether this is a fit. Bring the problem that’s bothering you most. If you’d like to see the thinking behind all of this first, start with the Culture Code.

Start here