Our insights

On 6th and 7th November, Culture Impact was proud to present at CIPD ACE 2024. Meeting HR leaders, People Managers, and even a few CEOs,...

Some people just don’t get culture. That’s not a criticism—it’s reality. The word ‘culture’ gets thrown around a lot, in every context...

Our COO John recently shared some reflections about the ongoing culture change at Manchester United, from the perspective of a football...

How do you get objective feedback as an organisation? How do you use it to improve?

Determining the optimal executive role for cultural governance depends on the organisation’s structure and needs.

Travelling to Tbilisi, Georgia was not just about delving into a new work assignment; it was an immersion into a culture rich in history

What we find is that fiercely courageous leaders don’t just talk about culture. They address it. They don’t skirt around the tricky discussi

The speed of change is accelerated not through rushing, but because the possibility for confusion is reduced by the level of clarity that a

I’ve had a lot of questions about building a Culture Plan.  One has come up more than any other.  Who should have the job of building it?  

In my blog ‘The Importance of a Culture Plan’, I described the power of a well thought-through culture planning process.  If you want to tra

When you first set out to refresh your corporate values, many organisations do this through a ‘top down’ approach.  However refreshing value

We heard repeatedly at the CIPD Festival of Work last month that culture is centre-stage for many organisations right now. Despite this, a l

Culture Impact has helped many organisations to be strategic and scientific about increasing the probability of getting the right fit for pe

show us that the values that underpin the culture play out through three channels: Behaviours, Symbols and Systems.