“Jason helped to strengthen the culture of our global leadership team and our organization as a whole at a time of leadership transition. He skillfully combined strategic and visionary thinking, rigorous methods, and a strong partnering facilitation capability to help us come together as one global organization. He also left a legacy of a development culture by helping us to build and scale our own global leadership development program. In everything he did, he also led by example by being a model for the coaching approach to leadership. I have personally changed my own leadership approach to great impact over the years thanks to Jason’s work with us.”
“To say that you had an impact with me and more importantly, Home Care, would be an understatement. You made a difference. HUGE, in fact. I’m more blessed than I would have ever dreamed since having you in my life. On behalf of the team, thank you for all you did to help us become what we are today as leaders.”
Amplify the Unique Power Source of Your Culture
There is something significant waiting to emerge from your team and organization that the world needs. You have a unique power source that is shared amongst you that, if amplified, would have a lasting impact for good. The challenge: the creative human spirit that wants to give and grow always contends with self-protective behaviors and mechanisms born out of fear. This struggle is universal; every organization and team faces this dilemma, without exception. But, we do not have to face the challenge blindly. Those who choose to intentionally create and shape their culture can amplify their power source to unlock potential that transforms the future.
What is Culture Transformation?
Culture is the always-living set of beliefs, assumptions, and norms that influence human behavior. It is mostly unconscious and unseen, but it has a powerful shaping impact on how teams and organizations function.
Culture transformation occurs when people in an organization or on a team become consciously aware of their hopes and fears, and then courageously and intentionally craft a culture that enables them to achieve their highest potential.
Our Culture Transformation approach will help teams and organizations to:
Learn what truly motivates the people on the team / in the organization
Establish a common language, symbols, and story line for the culture
Shine a light on what is and what is not working in the culture
Hold open, collaborative, and productive dialogue focused on amplifying strengths and reducing fear
Identify organizational levers to pull to truly embed and sustain a transformed culture
Why Inner Sound?
What makes our approach to culture transformation unique is our ability to combine a rigorous assessment method with the creation of a safe and vulnerable space for real growth and breakthroughs for the team / organization. We aim to take you well beyond incremental improvements toward broader, more transformational change. By combining a thoughtful blend of artful methods and the science of organizational development, we tailor an approach that is solely designed to focus on your team or organization’s unique story.
Jason Miller, Founder of Inner Sound, has over 20 years of experience in large-scale culture change, working at both the team and organizational levels. He is certified in the Barrett Values Culture Assessment and received extensive practitioner training and experience as a part of Accenture’s Human Performance and Change Management practice. In addition, he holds a Master of Arts (MA) in Organizational Development and Leadership from Fielding Graduate University, where he specialized his studies in building a more humane workplace. He is also a certified leadership coach, holding his Professional Coaching Certification (PCC) designation through the International Coach Federation (ICF).
What can you expect from a Culture Transformation Engagement?
While the work we do will be fully customized to your team and organization, you can also expect the rigor of a predictable and time-tested process. Engagement lengths and frequency will vary per client, but below is in outline of a typical engagement that can serve as a starting point for understanding the process:
Analyze the Team/Organization Context, including strategy, operating model, and structure (Month 1)
Assess the Team/Organization Culture using a diagnostic instrument, large-scale change methods, observations, and/or interviews (Months 1-2)
Conduct Culture Discovery Dialogue Workshops with Team / Organization members to identify change opportunities and envision the future (Months 3-4)
Build the Culture Transformation Plan, including specific tactics to embed change in team/organizational systems (Months 4-5)
Execute the Culture Transformation Plan, including recurring sessions, check-ins, offline activities, and/or direct observations (Months 5-12)
Evaluate and Adjust Culture Transformation Plan, including potential full re-assessment of culture (Months 12-13)