What Does an Engagement with Spiritus Look Like?
No two engagements are exactly alike. Our strength as a consulting firm is our ability to be agile and adapt to your culture and specific initiative goals. We may be asked to:
- Execute change management over a long project and ensure that people remain clear and confident in the change.
- Identify root causes of employee engagement challenges.
- Sharpen a service-oriented focus, identifying gaps to fulfilling a service-oriented mission.
- Provide management training and coaching.
A True Story
“I don’t like consultants.” That’s a line we heard recently from a CEO of a multi-billion-dollar organization.
“We don’t either,” we explained. And after we told him why, he hired us.
Our reason: Many consulting firms offer “off the shelf” solutions for every client. They send in their top senior executives with impressive resumes and polished speeches to sell you on a big package, and then once you’ve signed, you can’t remember their names. In their place you receive junior consultants with templates who demand your time and money, and you get the feeling they are learning more from you than you are getting from them. It feels manipulative, we think.
We’re often hired after these consultants have been let go because their tools don’t fit the culture they are serving. We’re often told, “You fit in like you are one of us.”
We respect cultures.
While templates and tools hold value, they can’t carry a cultural consulting engagement. An effective culture consultant needs to learn your culture inside out before plugging in solutions that won’t fit. And those solutions need to be constantly measured against the results they are achieving—and adjusted as necessary. This is a dynamic process.
While each engagement with Spiritus is different, we follow specific steps anytime a group seeks us for consulting or training. Below is our approach.
Phase One: Cultural Strengths Assessment
In this phase, we aim to determine what are your cultural and business differentiators—as well as your potential liabilities. This is sort of like trying to look at the tip of your nose. It’s hard to do when it’s your own company, but as outsiders, we are trained in finding clues that paint a picture of a culture. This is done through a variety of means including:
- Interviews with leaders and project members
- Review of corporate documents (both external and internal) and employee engagement surveys
- Focus groups with employees
- Assessment of market reviews and opinions
At the end of this phase, we know what makes your organization work at its best—and what can trip you up if you let it. We know how to leverage stories that will engage your people based on the best parts of your culture.
Phase Two: People Plan and Engagement
In this phase, we put together a plan to address your initial objective with specific deliverables. This usually includes a combination of the following:
- Training and development to enhance leadership skills
- Executive coaching to address goals and challenges
- Targeted strategic communications
- On-call consulting for executive members of team
This phase is often dynamic, changing as additional needs arise, but is kept within the framework of specific, measurable goals.
Phase Three: Reinforcement and Measurement
In this phase, we work to ensure that the work we’ve done sticks. This may include the following:
- Creating two-way improvement teams with frontline employees to take over aspects of the initiative, so that you can be more sustainable
- Working with HR to implement recognition plans to reinforce the right behaviors
- Revisiting new employee engagement surveys to monitor effectiveness of initiative
- Leaving you with a launch plan once our initiative ends.
Contact us today to discuss how we might help you with your cultural initiative.