OTT Consulting

Because Business Results Matter, People Count







Creating & sustaining a 'high performance' culture 


Culture has been shown to be the most powerful influence on strategic success.  To succeed with customers, organisations must develop an internal culture, which is aligned to their strategy for delivering value to the customer.  To manage their internal culture in this way, their leadership style must be appropriately aligned too.  Studies of market-leading organisations show that they consistently do this. Research has shown that there are three main types of customer-facing strategy (‘value disciplines’), and four main types of internal company culture.   Understanding how these cultural factors interact with strategy is vital to company performance, yet many top managers appear to believe that culture is a factor they cannot change.   


Culture affects the way employees hear every message management gives them, how they interpret facts, how they allocate priorities, and therefore how they perform.  When managers understand what culture really is, how it affects the relationship to customers, and how it responds to leadership, they can take practical steps to change it.  We can rarely take managers’ generalisations about culture at face value.  Culture is a multi-layered, multi-faceted phenomenon, and requires systematic analysis if it is to be successfully changed.  Radical change, such as culture change, requires simultaneous change along four dimensions, if the change is to be fully realised and sustained.  Our approach to culture change is centred around these four dimensions.  Our experience shows that companies often resist attacking culture change on all four fronts simultaneously due to the magnitude and complexity of effort required... and the result?  Culture change is rarely achieved without considering an organisations:

  • Mind & the need to 'reframe'

  • Body within & the need to 'restructure'

  • Body and environment & the need to 'revitalise'

  • Spirit & the need to 'renew'.

Our holistic approach to addressing the Challenge of Culture Change involves reframing the 'mind', restructuring the 'body within', revitalising the 'body and the environment' and renewing the 'spirit'.


In doing so we work closely with you to help you to understand the current and desired culture within your organisation.  Our over-riding philosophy is that your corporate culture may not be 'broken'; requiring rather greater emphasis on the strengths (ie what works) rather than weaknesses (ie what needs to be changed).  Our approach to culture diagnosis and change is outlined below:

  • Stage 1: 
    Understanding the Compelling Need for Culture Change & Assessing the Cultural 'Fit' with the Business Strategy

  • Stage 2:  
    Mobilising the Project & Determining both the 'Desired' and 'Current' Cultures (Gap Analysis)

  • Stage 3:  
    Analysis of the Findings & Develop the Culture Strategy

  • Stage 4:  
    Planning and Implementing the Changes Required (& Continuous Evaluation)

OTT Consulting is seen by clients as the only organisation capable of designing and project managing culture diagnosis and culture change programmes in a short timeframe, with cultural empathy.  Managing the logistics of complex culture change as a process is seen as a benefit no competitor can match. By employing sophisticated analysis techniques we strive to define the desired organisational culture whilst simultaneously strengthening the elements of the existing culture to be retained.  The results of this gap analysis provides us with a 'route-map for change' towards either a:

  • Power Culture:  Based on Strength

  • Role Culture:  Based on Structure 

  • Achievement Culture:  Based on Competence

  • Support Culture Based on Relationships

If you would like to discuss any aspect of our approach to achieving high performance through transforming your culture, or would like to request a pdf copy of a presentation of our approach to achieving & sustaining high performance, please contact us.






Realising the Potential of People