Scaling Culture: Building a Sustainable Foundation for High-Growth
TAGS: LEADERSHIP, INCLUSION, STRATEGY, TALENT MANAGEMENT, TRAINING, COACHING
THE CHALLENGE
A high-growth food and beverage brand was scaling rapidly and needed to ensure its internal culture kept pace with its external success. They sought to move beyond reactive DEI efforts toward a proactive, strategic framework that integrated inclusion and equity into the very fabric of their organizational growth.
OUR PROCESS
We partnered with the leadership team to conduct a deep-dive organizational audit and design a scalable culture roadmap. Our process focused on data-driven insights and long-term sustainability:
We conducted a comprehensive audit of existing people practices, from recruiting to performance management, to identify strengths and areas for improvement.
We facilitated sessions with the executive team to define their long-term cultural vision and ensure the leadership was unified on key priorities.
We translated our findings into a clear, actionable plan that provided the "infrastructure" needed for the company to scale without losing its core values.
WHAT WE DELIVERED
A detailed Organizational Assessment report with data-backed recommendations. Areas addressed included risk management, culture & values, talent practices (e.g., hiring, performance management, development, succession planning, etc), and social impact
A comprehensive strategic roadmap for culture and inclusion.
A company-wide learning roadmap
1-year follow-up survey
Leadership coaching for members of the executive team
Group coaching for select teams
Company-wide equity, inclusion, and leadership workshops, starting with executive leadership.
THE IMPACT
As a result of our partnership, the organization has:
Improved their BIPOC representation by 12 points
Implemented inclusive interview training/hiring processes to promote representation and inclusion
Hired a dedicated DEI leader
Conducted a pay equity assessment
Designed more robust onboarding procedures for all team members (including, 1:1 connections, shared language, cultural norms, and 30/60/90 day expectations from the hiring manager)
Improved their talent analytics
Workshop feedback included:
100% of workshop participants shared the anti-racism workshop improved their understanding of the topic
100% said the facilitators were engaging and effective
96% would recommend the workshop to a peer
TESTIMONIALS
“The workshop was incredibly informative and engaging. I think it’s important that the workshop was intended to specifically educate rather than point blame. Many people who are not marginalized may fear speaking out and saying the wrong things (i.e., intent vs impact) and I think educating us on the intentions and how to take actions was very helpful.”
“Our facilitators were warm, kind, knowledgeable, and created a safe environment. I also like that the conversation + curriculum didn’t sugarcoat or dilute this very difficult topic. It was authentic, uncomfortable, and addressed issues heard on rather than feeling corporate cookie cutter.“