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Vision & Culture

“Every CEO is, in fact, a Chief Cultural Officer. The terrifying thing is it’s the CEO’s actual behavior, not their speeches or the list of values they have put up on posters, that defines what the culture is.” – Scott Berkun

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Reverie can provide the leaders of the organization with the time and platform to put forth a strong, focused vision and become a role model for company culture.  Reverie then takes it to the next step by actually implementing culture drivers within your business, like visual vision statements and core values.

 

We continue to hone in on the vision and culture by routing decisions back to core values and incorporating values and vision into onboarding programs, performance reviews, and other company communication.

Our Process

  • Use workshops and discussions to identify the desired culture of the organization

  • Complete a full discovery of current culture habits, expectations, etc. 

  • Address current culture vs. desired culture with all employees

  • Implement a culture element into hiring and training 

  • Re-route owners or leaders when habits are not aligned with culture 

  • Ensure leadership understands their role in the culture, especially as they grow 

  • Hold leadership accountable to completing simple culture enhancing tasks

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CASE STUDY 

Implemented a recognition program for a company of 600. Designed a platform for team members to provide peer-to-peer recognition. Top achievers were publicly recognized at the all company event and presented with a physical award

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  • Created recognition categories based on company values

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  • Organized a platform for ease of use

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  • Implemented a process of presenting recognition that was meaningful for all recipients

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  • Created value-add visuals to be used by recipients if desired

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  • Developed award opportunities to increase visibility and meaning behind the recognition program

CASE STUDY

Created a Management Team and established Management Team culture

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  • Coordinated and hosted management team training on best practices of being a good manager of both individuals and a team

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  • Conducted personality profile testing and workshops to help managers identify and utilize their personality strengths 

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  • Established and ensured communication best practices were being followed within their teams, such as conducting regular meetings and syncs with their team members

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  • Hosted monthly management team meetings

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  • Developed and coordinated challenges, luncheons, prizes and other ways to praise and acknowledge the management team on meeting goals, consistently following best practices, or accomplishing achievements

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  • Implemented standardized culture practices across the management team, such as sending cards to acknowledge employee birthdays, 90 day employment, work anniversary, milestones, and achievements