This document outlines a framework called the "ChangeFormula" for creating culture change in organizations. It involves exploring the need for change, engaging employees to get buy-in, and evolving the culture through various programs and stages. These include assessing the current culture, communicating the new strategy, strengthening leaders, mobilizing influential employees, transforming procedures to align with the new culture, and delivering measurable returns on investment. The framework provides a structured yet tailored approach to organizational development using social science principles.

1. Creating Culture Change in
Organisations
Alison France
Director

2. evosis
• Culture change and leadership
development
• Strategic organisational development
using social sciences
• Structured approach with programmes
tailored to suit every organisation

3. Consultancy approach
explore
engageevolve

4. Why do organisations want to
change their culture?
Organisational change outcomes which can be achieved by
applying the ChangeFormula include;
• Translating business strategy into employee actions
• Increasing accountability and decision making
• Integrating values and behaviours into everyday culture
• Uncovering and influencing political dynamics in senior
teams
• Integrating cultures and processes following mergers and
acquisitions
• Improving teamwork and engagement following restructures
• Increasing clarity and confidence in leadership teams
• Maximising innovation and agility
• Improving communication and information sharing

5. Pick 1 or 2 elements from each of the 3
stages to achieve cultural change.

6. changeformula
Underlying principles
• Engage all levels of the organisation
• Proven scientific background
• Positive approach
• Tangible, tailored activities
• Measurement
• People and structural change

7. Vision potential
What do you want to achieve? Why do you want to change?
This element creates a measurable and engaging change goal
which is transparently linked to organisational strategy.
EXECUTIVE VISION
Interviews with senior leaders, 1/2 day workshop with the whole
group, final written report and presentation.
 Multiplier
EMPLOYEE VISION
Workshops, written report and presentation for senior leaders
and employees.

8. Uncover culture
This element enables you to measure key aspects of your current
organisational culture.
CULTURE AUDIT (quantitative data)
The ©Performance Culture Audit identifies the cultural enablers and
barriers to sustained success in your organisation with pinpoint
accuracy.
LINGUISTIC AUDIT (qualitative data)
This audit uncovers the language used by your employees to describe
the organisation. It is through these descriptions your culture is
brought to life and perpetuated.
 Multiplier
BESPOKE AUDIT (quantitative and qualitative data)
This would include an online survey plus interviews and workshops,
analysis and the presentation of an integrated report.

9. Communicate strategy
This element involves all levels of the organisation in creating
and communicating the change so it can be successfully
implemented.
CHANGE STORIES
Illustrating ‘new ways’ through stories is an effective way to
create the change you want.
 Multiplier
STRATEGY STORY
Together with employees from all areas and levels of your
organisation or department, we will create a
complete, integrated story to communicate your strategy and
measure progress towards achieving it.

10. Strengthen leaders
Your leaders are one of the most influential groups of people in your
organisation. This element builds on their strengths (using positive
psychology) and aligns their efforts towards your change goal.
ONE DAY WORKSHOP
Strengths based leadership development plus experiential activities.
TWO DAY DEVELOPMENT CENTRE
Half day leadership workshop, group and individual development centre
activities, 1:1 feedback and action planning.
 Multiplier
THREE DAY LEADERSHIP PROGRAMME
Day 1 self awareness, Day 2 strengths based leadership
development, Day 3 experiential activities including forum theatre
and ‘real’ plays in small groups and finished with action planning.

11. Mobilise networks
Ideas spread through networks, networks contain a small number of
people who influence most people in the organisation. This element
identifies and engages these people with your change goals.
IDENTIFY INFLUENCERS
This element uses two approaches to identify the key influencers in a
group of people, one informal, the other formal.
 Multiplier
ENGAGE INFUENCERS
This involves a one day, large group intervention using an ‘appreciative
inquiry’ approach. This element will involve the influencers in the
change and enthuse them to spread it to others in the organisation.

12. Transform procedures
To emphasise the change you want, you need to transform your
procedures align them with your change goal to create sustainable
change.
PERFORMANCE MANGEMENT
Performance management process upgrade and alignment with
change goals.
COMPETENCY FRAMEWORK
Redesign of competency framework and alignment to change goals.
 Multiplier
ORGANISATIONAL DESIGN
Organisational re-design and job profiles for a small department of up
to 3 levels and 5 key roles.

13. Deliver ROI
Based on your change goal, this element uses quantitative and qualitative
techniques to evaluate the change you have created at all levels of the
organisation.
CULTURE AUDIT (quantitative data)
The ©Performance Culture Audit will accurately measure the changes in your
organisational culture.
LINGUISTIC AUDIT (qualitative data)
This audit uncovers the language used by your employees to describe the
organisation. It is through these descriptions your culture is brought to life
and perpetuated.
 Multiplier
BESPOKE AUDIT (quantitative and qualitative data)
This would include an online survey plus interviews and workshops, analysis
and the presentation of an integrated report.

14. Develop influencers
This element enables you to develop the key players and teams who you are
relying on to continue to power your organisation into the future.
1:1 COACHING
Help any individual to achieve their potential with some 1:1 coaching sessions
delivered by one of our experienced, executive coaches.
LEADERSHIP MASTERCLASS
This enables leaders to establish and expand their leadership capabilities into
an exploration of personal congruence, alignment and presence.
 Multiplier
TEAM STRATEGY
2 days of continuous strategic game playing including actors.
With debrief to maximise learning transfer to the workplace – a real experience!

15. Innovate future
This element imbeds innovation into your organisation as a
strategic business tool, ensuring you always maintain the
competitive edge!
INNOVATIVE LEADERS
This 2 day workshop improves leaders’ personal innovative
capacity plus their ability to lead others to innovate.
 Multiplier
INNOVATIVE CULTURE
This involves a one day, large group intervention using an
‘appreciative inquiry’ approach. Engaging with up to 50
people at one time this element will enable the group to create
their own innovative culture.

16. Would you like to know more?

17. Creating Culture Change in
Organisations
Contact Alison France
+ 44 (0) 7974 198588
alison@evosis.co.uk