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Strategies                _{Email: ana@thinkingculture.com.au} 

Thinking Culture strategies align all aspects of the organisation’s ‘people’ strategies to ensure a coherent, cohesive and effective culture that supports the overall organisational strategy. Examples are outlined below.

We can

• Facilitate the adoption of the right values and behaviours congruent with the overall business strategy
  
  

• Review and align the organisation’s HR processes with the adopted values and behaviour eg; Performance management, Learning and Development remuneration strategy, HR policies and procedures, etc
  
  

• Help implement changes to HR processes described above as required
  
  

• Support senior and supervisory staff with individual coaching and mentoring
  
   

• Review and align the overall learning and development including the leadership development strategy to support organisational strategy
  
  

• Facilitate learning circles for staff at all levels
  
   

• Develop and implement change management and communication strategy related to overall cultural alignment
  
  
  

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  Thinking Culture also supports the development of strategies designed to ensure a healthy psychological environment that promotes well-being and avoids psychological injury. We can provide overall support and advice, psychosocial assessment and conflict management strategies.  This is part of our ongoing interest in and commitment to organisational effectiveness.

“Harassment, a severe form of conflict, has been estimated to cost between $6 billion and $13 billion to the Australian economy per annum (with this estimate including costs associated with absenteeism, staff turnover, legal services and workers’ compensation, management time and associated decreases in productivity).  Further, research suggests that managers spend an average of 20% of their time managing conflict. This, in itself, may have a major impact on organisational effectiveness. It has been argued that conflict is the one most significant stressors in the work environment, not only for those personally involved in conflict, but also those witnessing conflict in their working group.” (People at work Overview – An Assessment of Psychosocial Factors in the Workplace by the Workplace Health and Safety Queensland (WHSQ), Department of Employment and Industrial relations and School of Psychology University of Queensland).

© Thinking Culture 2007