The framework helps committed leaders shed their traditional authority hierarchy in return for significantly higher and sustained levels of resilience, employee loyalty, customer satisfaction (internal/external), and organizational performance. 

A Two-Minute Introduction

In brief, the process helps you and your team to:

  • Enlist everyone in a commitment to a shared purpose-inspired mission that speaks to them as individuals, ignites their passion, and unifies them in a meaningful endeavor.

  • Instill a deep commitment to values and a set of standards to which people at all levels can hold themselves accountable.

  • Build healthy, sustainable interdependency and connectedness among formal leaders, team members, customers (internal/external), partners, community members, and other stakeholders.

  • Create space by carefully promoting freedom from traditional constraints like hierarchy, and filling that space with carefully nurtured freedom to express oneself, experiment, and exercise leadership.

In the complex and ever-changing education environment, your culture must enable the success of performance improvement initiatives. When a shared purpose and common set of values (behaviors) guides how employees work together, how education is provided, and how decisions are made, all your performance improvement work will gain and sustain traction.

Specific Steps to Creating an Intentional Culture

1) BuilD Leadership Commitment


Leaders are the guardians and drivers of workplace culture. Through expectation and by example leaders influence teamwork, trust, communication, and so much more.  A culture assessment can shed light on issues and opportunities. To help leaders develop a collective sense of greater purpose and communicate their commitment to create an enviable and high performing culture, we do the following:

  • Conduct culture planning and strategy meetings with leaders. Define leaders’ roles during the Built on Values® process.

  • Establish an agreement to a work plan and governance structure that is aligned with strategic goals.

  • Lead an assessment of the Current and Future states. Create a communication plan for engaging organizational support.

  • Develop your culture change objectives and metrics.



A Blueprint is like a map for getting to your culture’s ideal “future state.” It is created through a collaborative effort of key stakeholders during a one-two day work session facilitated by us and resulting in the following deliverables.

  • A set of 3-6 core values and value definitions. The expected behaviors for each value that demonstrate the commitment.

  • A schedule to engage all stakeholders in finalizing the set of values and behaviors.

  • A plan to integrate values with your vision, mission, and strategies. An ongoing communications plan.

  • Establishment of a Culture Leadership Committee and Work Stream Teams, as appropriate.

“In our long history, something was about to begin that had never been attempted...”

The video highlights the “blueprinting” stage of the process, this time in higher education with UNTHSC. - Before accepting his new post at UNTHSC President in 2013, Dr. Williams served as CEO of Hill Country Memorial Hospital in Fredericksburg, Texas from 2008 to 2012. Following the values-based culture work under his leadership the hospital received numerous awards for quality, including the Malcolm Baldrige National Best Practice for Leadership 2013; Top 10 Finalist for the 2013 Malcolm Baldrige National Presidential Quality Award; and designation as a Truven Top 100 U.S. Hospital in 2012 and 2013.

3) HIRE the best Teammates WHO MIRROR THE VALUES


Hiring “A” players, those great employees who live the values is one of the most important building blocks of great cultures. (Organizations implementing PeoplePix® experience significant improvements in satisfaction scores, employee retention, and overall performance.) The process is based on proven best practices: 1) Behavioral Interviewing. 2) Peer Interviewing. 3) Interviewing for Competencies and Values (culture fit). We help you to…

  • Establish a Values-based hiring process and a fast-track plan to hire for “high impact positions.”

  • Validate competencies needed for various positions. Create interview guides with behavioral questions for competencies and values.

  • Train interviewers to conduct fair and consistent interviews across the organization. PeoplePix® Master Certification is also available.

  • Design a values-based new employee on-boarding program.


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In addition to hiring “A” players you must continually exceed the expectations of your people and re-recruit them every day to achieve true employee engagement. We facilitate the development of a meaningful recognition program and performance management process, based on employee input, that is designed to reinforce and hold each other accountable for living the Values and Behaviors. See the deliverables below.

  • Assess current recognition practices. Design a recognition program.

  • Assess the current performance management process. Design a multi-rater feedback process for the Values and Behaviors.

  • Conduct leadership assessment for Values and Behaviors.

  • Incorporate Values and Behaviors into continuous coaching tools/processes for the organization.



Maintaining a workplace culture that inspires trust both internally and outwardly wins engagement and increases bottom line results. The values are your brand put into action as each staff-member engages the community. Your people are your brand. - We help you develop a comprehensive branding strategy that centers on Values for the student, parent, and/or community member (internal/external) and for talent acquisition and development. More people today graduating from college are looking to work in an organization that lives by its Values. 



Doing the right things well, every time, requires discipline and integration of the values into the DNA of the organization. We can support your continuous improvement work in a number of areas including:

  • Developing an “Organizational Culture Dashboard” that includes culture and performance metrics.

  • Adopting a Culture Leadership Committee charter that includes annual assessment of culture metrics.

  • Meeting quarterly with leaders to review culture metrics. Creating an annual work plan for the Committee.

  • Establishing a governance structure linking accountability of the Committee to the leadership team.

In summary, the process is designed After twenty-five years to:

  • Provide focus and clarity. Build on current strengths. Focus on giving team members what they need to meet and exceed expectations.

  • Create behaviors to build foundations for desired actions and decisions; hold people accountable for the behaviors.

  • Create strong teams and one strong collective team. Create an employment/service (internal/external) brand based on values.

  • Create a values based culture that will span all areas of service (internal & external) and drive results.

  • Institutionalize innovation and continuous improvement. As openings arise, hire the right people to fit the culture.



Culture, Leadership, and Strategy Consulting

Thirty years of research has shown that aligning culture & strategy is critical to both organizational development & leadership success.