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Corporate Culture Programs Sydney
Testimonials
“I have worked with Tanja Limnios, Director of Thinkahead, over a span of many years as her work has been such that it generates repeat business. Tanja has an intuitive understanding of the underlying needs and has worked with us across a number of different focus areas whether it be support for an employee in need, crisis support, conflict management, or culture and team development. Tanja is a passionate and highly competent individual whose strengths lie in her excellent relationship management skills, diagnostic skills and professional competency. Tanja is a delight to work with and I would recommend her to any company looking for someone who can support at both a Corporate and individual employee level.”
“Tanja Limnios, Director of Thinkahead, brings to our organisation a wealth of experience as a facilitator and executive coach and has provided particular expertise in the delivery of some of our LSI programs.”
“With a workforce comprising of highly talented scientists and innovation being the key performance requirement, organisational culture is a key enabler. Thinkahead has partnered with HR in providing a work environment that is supportive and respective of all individuals. In addressing specific issues around inappropriate behaviours, Tanja Limnios – Director of Thinkahead provided advice and counsel that enabled the leadership team to raise awareness in an empathic manner, and provide pragmatic solutions that enabled staff to move from entrenched behaviours to more positive styles, resulting in an open and respectful working environment. Tanja’s area of strength is in quickly understanding the causes of issues then working empathically and strategically in achieving positive outcomes. I highly recommend Tanja Limnios – she is professional, valuesdriven, inclusive and pragmatic.”
“The NSW Office of State Revenue (OSR) has recently been undergoing a period of unprecedented change. After contacting Thinkahead and explaining the situation, Tanja Limnios Director of Thinkahead designed an excellent one day “Resilience in the Workplace workshop”
“Solid work ethics, drive, commitment and an expert at leadership training and coaching are a few words that spring to mind when recommending Tanja Limnios’s work. I’ve had the pleasure of working with Tanja and using her services for a range of professional development programs for target groups ranging from graduates to senior management. I would highly recommend her to anyone in the industry seeking a solid facilitator and coach who is well connected in her niche and passionate about changing behaviour through training and coaching.”
“GlaxSmithKline are the world’s second largest health company. Our manufacturing site produces Panadol and McLean’s brand on a 24 hour production site. The site is unionised. Tanja Limnios director of Thinkahead has supported this business at both the individual and team level. Tanja quickly establishes rapport with customers and clients and can relate equally well to blue collar workers and senior executives. While Tanja has a calm and gentle demeanour I have found her to be wise, shrewd and a resilient professional who ensures that a job started is followed through to conclusion. I know that Tanja leads a team of health professionals and it is to her credit that she can balance the hands on aspect of a very challenging helping role with the managing people elements. I hold her in high regard and recommend her as a centred and helpful people problem solver unreservedly.”
The prevailing economic conditions demand robust business strategies that are designed to meet two goals; to help you survive the current challenges and to build capability to prosper in a reshaped world. In order to achieve this organisations need to have a clear corporate vision of where they are heading.
The organisations culture must be aligned with this vision. Managing culture is probably the single most important challenge for any chief executive today.
WHAT IS ORGANISATION CULTURE?
Organisational Culture can be defined as “the shared values, norms and expectations that govern the way people approach their work and interact with each other.” It is essentially how people believe they are expected to behave in order to “fit in” and “get ahead” within the organisation. Such behaviour is the result of many variables, but like all cultural based behaviour, it is learned. Culture therefore is how people have learned to behave within an organisation.
The culture is the foundation that all else is built upon including:
- how people perceive the division/team/organisation
- morale
- interpersonal relationships
- strategies for continuous improvement
- poor management skills
- stress levels
OUR PROGRAMS
Thinkahead has developed a Culture Enhancement Program which not only measures an organisations actual culture but also an organisations cultural ideal. We use highly valid and reliable assessment tools such as the Organisational Culture Inventory (OCI) and the Organisational Effectiveness Inventory (OEI), which allows you to also compare and benchmark your organisations culture to your industry.
TYPES OF CULTURE
The OCI measures three overall types of organisational cultures consistent with Satisfaction/Security and Task/People distinctions.
- Constructive cultures – which is characterised by norms that encourage Achievement, Self-Actualising, Humanistic-Encouraging and Affiliative thinking and behaviour. Members approach their work and interact with each other in ways that help them meet higher order satisfaction needs.
- Passive/Defensive cultures – which is characterised by norms that encourage Approval, Conventional, Dependent and Avoidance thinking and behaviours. Members approach their work and interact with each other in ways that will not threaten their own security.
- Aggressive/Defensive cultures – which is characterised by norms that encourage Oppositional, Power, Competitive and Perfectionistic thinking and behaviours. Members approach their work and interact with each other in ways that protect their status and security.
ASSESSMENT MEASURES
Our analysis focuses on the individual, group and organisational levels which directly relate to organisational culture. The OEI assesses the following categories:
At the Individual Member Level :
- Motivation
- Role clarity
- Job satisfaction
- Role conflict
- Intention to stay
- Role ambiguity
- Stress
- Person/role conflict
At the Team/Group Level :
- Co-operation
- Commitment to customer service
- Teamwork
- Decision making
- Trust
- Staff turnover
- Inter-group communication
- Efficiency
At the Organisational Level :
- Product quality
- Adaptability
- Customer service quality
- Reliability
- Sales growth/output
- Diversity and ethics
- Efficiency
Frequently Asked Questions
What is a corporate culture program and why does it matter?
A corporate culture program is a structured, psychology-led approach to understanding and improving the shared values, behaviours and norms of your organisation. Culture matters because it quietly shapes everything — how people communicate, make decisions, handle conflict and perform — and a healthy culture is one of the strongest predictors of engagement, retention and sustainable performance.
How do you measure organisational culture?
We measure culture using validated diagnostic tools, surveys and structured interviews or focus groups, benchmarked against representative data. This gives an objective picture of current strengths and gaps, and a clear baseline to measure change against over time.
What are the different types of organisational culture?
Organisational cultures are often described along dimensions such as constructive (achievement, self-actualising, encouraging), passive or defensive (approval, dependent, avoidance) and aggressive or defensive (oppositional, power, competitive). Most organisations show a mix; the goal is to strengthen the constructive styles that drive performance and wellbeing.
How can improving corporate culture impact business performance?
Improving culture has a direct, measurable impact on the bottom line — through higher engagement and discretionary effort, better collaboration and decision-making, lower turnover and absenteeism, and reduced psychosocial risk. A constructive culture also makes every other business initiative easier to deliver.
