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.

Our approach uses highly engaging means to assess and measure organizational culture in tangible ways that help leaders use it as a lever for change and as a key driver of performance. 


A rigorous assessment process utilizes surveys, qualitative data collection methods, and facilitated processes with stakeholders to gain a deep and multifaceted understanding of the existing situation.


Through a series of purposeful conversations, we seek to provide clarity and alignment around the current state and define desired behaviors to effectively drive performance moving forward.


A comprehensive plan is developed in order to build inclusion, momentum, and sustainability of the change effort.


A variety of interventions are designed to drive tangible action, ranging from organization-wide to individually-specific. Incorporating an element of coaching helps to reinforce the behavior change that is required to sustain performance.


Proven reinforcement mechanisms help to ensure that positive cultural drivers and new leader behaviors are embedded throughout existing systems and processes. Periodic reassessment of cultural health, leadership team alignment, and specific leader behaviors provides opportunities to course-correct in order to achieve desired results in a highly dynamic work environment.

We help leaders and their teams to align around the core essentials that drive their collective success, building their organization for the long term.

A) Establishing a Compelling Purpose


We help organizations to create and establish a collective sense of purpose. You will find purpose at the heart of your favorite brands, best hospitals, thriving schools, and those recognized as “great places to work.” Schools and central offices led by a greater purpose inspire trust from all of their stakeholders and the larger communities they exist in.  

What is the greater or compelling purpose of your school or central office?  Is it shared?  Does it drive and sustain your commitment to employees, students, parents, and the community?  By becoming purpose led organizations create more community, mutuality, and paradoxically, more achievement because it engages all the stakeholders in the system in a mutually beneficial way. It gives tremendous energy and relevance to an organization and inspires employees, attracting the best people. 

B) Leadership Consulting and Team Alignment

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We focus in particular on helping blind spots diminish, allowing for things that are outside of the leader(s) awareness to come into focus - giving them more choice and freedom to bring their best self forward.  The areas of concentration include 1) better motivating their employees, 2) asserting themselves to overcome obstacles, 3) creating a culture of accountability, 4) building trusting relationships and 5) making informed, unbiased decisions for the good of their team and organization.  

C) turnaround Consulting


Rich directly supports the leader and his/her team to 1) effectively drive for results, 2) influence for results, 3) problem solve, and 3) show confidence to lead. Turnaround consulting is for schools and central offices up against significant adversity but ready to move forward and embrace significant change.

"Turnarounds" (public/private sector) succeed about thirty percent of the time.  Leaders who have excelled in other circumstances often fail when faced with a turnaround situation.  Degrees and years of experience are poor predictors of success, but specific turnaround competencies (habits of behavior and underlying motivations) and actions are. [] Actions include:

  • Focusing on a few early wins; use the momentum

  • Lead a turnaround campaign

  • Get the right staff; align the remainder

  • Drive decisions with open-air data

  • Break organization norms

  • Do what works; raise the bar

We help leadership teams to understand the reality of where the organization is today, where they can be tomorrow; ultimately working towards a realistic, integrated and accountable roadmap to success.


We start with the current state of the school, central office or system learned from interviews, discussions and other data points and then we identify the desired future state – where the organization wants to go?  We then offer practical and structured advice to help the head and their team to develop the aligned strategies and solutions.


After identifying the current state, we support our client in determining and realizing the “to-be” state through action plans based on our professional advice and guidance.


We support our clients in engaging key stakeholders in an inclusive and participatory process. Establishing effective communication with stakeholders is the backbone to obtaining buy-in and participation across the organization. We work with our clients to determine the most appropriate channels, formats, and frequency to communicate with their staff and overall stakeholders. 


We support our clients to make sure current organizational processes are understood, documented, and analyzed. Next, together we better align and update the processes or if deemed necessary, start over – fundamentally rethinking and creating all-new processes.

Project ManagemenT

We help our clients take a thoughtful approach to managing and leading their organizations through change so that they can mitigate risk, drive desired behavior throughout the organization and ensure that these changes are quickly embedded into the “way people do things” in the day-to-day. We work with our clients to continually assess progress against goals and guide the project to success.

“Ready to take your organization's culture to the next level? Regardless if you just need a culture tune-up or are starting the culture journey from scratch, PeopleinkPro can help.”