Culture design
Culture is the heartbeat of any organisation. We help businesses design a culture that is aligned to their business strategy, to deliver people experience and engagement, high-performance, innovation and long-term commercial success
Design
Action
Embed
Design and define
We start by grounding everything in reality. Using deep insights and existing data, we map your current culture against your strategic goals and leadership capability to identify the gaps.
From there, we design the structural pillars of your future culture – building the bridge between where you are today and where you need to be.
We work with you to craft the cultural principles (including Mission, Purpose, Vision, and Values) and the employee experience blueprint required to achieve your ambitions. This ensures you have the alignment, cohesion, and strong foundations needed to future-proof your business.
Design
Action
Embed
Activate and align
In this phase, we bring your culture to life, translating high-level principles into the practical actions that shape how people lead, work, and collaborate every day. This includes:
• Behavioural Competency frameworks – Defining the specific, observable behaviours needed to bring your values to life and underpin performance reviews.
• Employee Value Proposition – Articulating the clear ‘give and get’ deal between employer and employee to attract the right talent.
• Leadership Alignment – Equipping leaders to model the new culture through strategic workshops and practical guidance.
• Divisional Alignment – Translating group-level principles into local relevance so they make sense to every team.
Design
Action
Embed
Embed and sustain
The hardest part of culture change is making it stick. We help you turn culture design into business as usual (BAU). Leveraging our proprietary tech platform alongside our team of experts, we provide the infrastructure needed to embed, track, and sustain new habits. Outcomes include:
• Strategic Growth: A culture that doesn’t just exist, but actively advances your business strategy.
• Talent Attraction: A stronger employer brand that attracts and retains the specific talent you need to grow.
• Performance: Measurable improvements in engagement, belonging, and productivity.
• Clarity: Leadership and teams aligned around clear, consistent behavioural expectations.
our awards
Our approach combines award-winning diagnostics, co-creation with your people, and practical embedding methods that make change stick. With a track record of transforming complex organisations across industries, we bring both the credibility of proven results and the creativity to engage your people at every level.
Culture Consultancy has been very effective at coming up with practical solutions and ideas to tackle issues that have arisen. Our work together is making a significant and positive impact on our culture and organisational effectiveness.
Head of Corporate Affairs, Goodbody
“I was really impressed by Culture Consultancy’s determination and the way they translated their research into practical workstreams we could actually implement. The way the project was run was fantastic.
Vice President, Clouplay
They provided real energy and delivered a full end-to-end service including 3 full-day launch events for the Mission, Vision and Values. Feedback was incredible and that positive energy continues as we embed the new culture.
Group Head of Marketing, OSB Group
Our Team
DIRECTOR
Jo Geraghty
Ex-head of HR for Goldman Sachs, speaker, and author on the topics of high-performance leadership, culture and employee experience.
consultant
Natalie Saunders
A senior people leader and employment lawyer with board-level experience, specialising in culture change and HR transformation.
consultant
Paul Longshaw
With two decades’ experience and a background in BP’s global social investment, Paul helps organisations unlock performance through people.
consultant
Gillian Mason
Gillian is a leadership coach and facilitator with 25+ years’ experience helping organisations thrive, leaders grow, and people excel.
consultant
Andrew Deller
A highly qualified ‘development’ consultant who works with individuals, leaders and teams to enable them to operate at their best.
consultant
David Liversage
ILM-accredited coach and mindfulness practitioner helping leaders design culture solutions to create human-focused workplaces.
consultant
Ed Beard
An organisational psychologist with more than 15 years experience working with clients like the BBC, HSBC, and Expedia.
consultant
Emma Rose Hurst
Experienced brand design, cultural transformation and employee experience strategist, with clients across the globe and sectors.
Let’s talk about your culture and what’s next
You’ll be speaking with Jo Geraghty, our founder and culture expert. She’ll personally guide you through your next steps
Frequently asked questions
An EVP is a critical anchor in any cultural change initiative. When shaped through evidence-based insights and grounded in authentic company values, it translates abstract cultural ambitions into tangible employee experiences. While pay remains an important hygiene factor, engagement and retention are more profoundly influenced by the alignment between individual values and organisational culture; a robust EVP addresses this alignment by articulating the ‘why’ – a shared sense of purpose – and the ‘how’ – the lived experience of working within the business. By embedding EVP-aligned behaviours across leadership, systems, and rituals, organisations create consistency across the employee lifecycle—from onboarding to alumni engagement—ultimately fostering alignment between stated values and lived experience.
Measurement requires a combination of qualitative and quantitative insight. Cultural diagnostics, engagement pulse surveys, behavioural data, and employee lifecycle mapping provide a multi-dimensional view of EVP effectiveness. We support clients in creating evaluation frameworks that track key indicators—such as talent attraction metrics, internal mobility, discretionary effort, and psychological safety—while also uncovering friction points and gaps in experience equity.
EVP design and leadership development should be intrinsically linked. The most successful organisations operationalise their EVP through clearly defined leadership behaviours and competency models that shape how decisions are made, how people are led, and how accountability is shared.
We help clients translate EVP principles into behavioural expectations, integrated within talent processes such as promotion, feedback, and succession planning.
Static EVPs fail to keep pace with evolving employee expectations, external market forces, and organisational change. An adaptive EVP is a living, breathing framework—reviewed and evolved regularly to remain relevant. It is embedded into feedback sessions, experience audits, and leadership behaviours, ensuring continuous alignment between people, performance, and purpose.
Making
Complexity
Simple.
