Testimonial headshot of Robert E. Clark
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Jessica worked with us on the importance of crafting cultural changes to match our strategic initiatives.

She sparked the necessary conversations within our company to help us launch some much-needed changes that will tie directly into our 2020 vision.

ROBERT E. CLARK | PRESIDENT OF OPERATIONS AT CLARK PACIFIC

Testimonial headshot of Robert E. Clark
Clark Pacific Logo

Jessica worked with us on the importance of crafting cultural changes to match our strategic initiatives.

She sparked the necessary conversations within our company to help us launch some much-needed changes that will tie directly into our 2020 vision.

ROBERT E. CLARK | PRESIDENT OF OPERATIONS AT CLARK PACIFIC

Leaders often ask...

Something isn’t right with employee engagement/staff morale/leadership. How do we fix this?

We are trying to create a specific kind of culture (proactive, collaborative, open-minded, etc.) but not sure where to start?

How do we build a strategy (5 year plan, mission/vision/values, or fiscal
objectives, etc.) that our people can understand and execute against?

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The Answer Lies in the Building Blocks of ...

Spherical Strategy Icon: Define and Communicate your Strategy

(Strategy)

that shows your people what to focus on and why

For your culture to power your strategy, we first need to know what your strategy is. We help you create and/or refine your strategy and document it. Next, we develop a communication plan so everyone, regardless of their level, understands your strategy. Then, we create individual performance plans to help your entire organization perform in alignment with your strategy.

Spherical Culture Icon: Asses your culture

Culture

that empowers them to excel and innovate

With a clear strategy in place, we ask “what kind of culture would we need to achieve our strategy?” To answer this, we analyze your existing culture in qualitative and quantitative terms. This shows us which of the 8 culture drivers across your organization design, leadership, performance & enablement systems, are negatively impacting your culture and creating performance-limiting employee behaviors.

Spherical Performance Icon: Accelerate Performance

Performance

that goes beyond this quarter's goal

The final step is shifting culture systems to build an intentional culture that powers your strategy. We guide your leadership through a step-by-step process of correcting systems so they fully align with your strategy and create favorable employee experiences. As your people feel more fulfilled, they demonstrate higher productivity and perform consistently to create sustainable profitability and excellence.

Using the Culture Equation, Jessica helps you understand how to create a strategy, and build intentional cultures that support strategy execution, overall performance and long-term profitability.

Meet Jessica

For 15+ years, Jessica has been guiding global, national, Fortune 100 and other organizations across finance, technology, real estate and healthcare industries on how to create intentional cultures that accelerate performance.

After she got her MBA and became a global consultant for a human capital management solutions provider, Jessica consistently saw highly-stressed leaders failing to deliver against lofty financial goals. She knew that if these leaders could transform their cultures, performance and profitability would follow. But, because culture is often viewed as ‘woo’ and an intangible, these leaders didn’t know where to begin.

So, Jessica set out on a personal mission to quantify culture.

Her doctoral research and consulting engagements with Oracle, Toyota, Lockheed Martin, Federal Reserve, to name a few, led to the Culture Equation - a tested model where strategy combined with 8 tangible and measurable ‘Culture Dynamic Drivers’ empowers your people to deliver consistent results.

Today, Jessica applies data-driven insights to dismantle the chaos of poor morale, low performance, and missed financial goals. Leaders lean on her to ask questions that their internal resources may be too afraid or unaware to ask, and get the results they need. Her unique ability to analyze organizations in qualitative and quantitative terms and create measurable growth across all levels has made her the go-to ally for global leaders and teams.

Meet Jessica

For 15+ years, Jessica has been guiding global, national, Fortune 100 and other organizations across finance, technology, real estate and healthcare industries on how to create intentional cultures that accelerate performance.

After she got her MBA and became a global consultant for a human capital management solutions provider, Jessica consistently saw highly-stressed leaders failing to deliver against lofty financial goals. She knew that if these leaders could transform their cultures, performance and profitability would follow. But, because culture is often viewed as ‘woo’ and an intangible, these leaders didn’t know where to begin.

So, Jessica set out on a personal mission to quantify culture.

Her doctoral research and consulting engagements with Oracle, Toyota, Lockheed Martin, Federal Reserve, to name a few, led to the Culture Equation - a tested model where strategy combined with 8 tangible and measurable ‘Culture Dynamic Drivers’ empowers your people to deliver consistent results.

Today, Jessica applies data-driven insights to dismantle the chaos of poor morale, low performance, and missed financial goals. Leaders lean on her to ask questions that their internal resources may be too afraid or unaware to ask, and get the results they need. Her unique ability to analyze organizations in qualitative and quantitative terms and create measurable growth across all levels has made her the go-to ally for global leaders and teams.

As Featured In

Our Four-Step Process

Build intentional cultures that power your strategy and accelerate performance.

number 1

Define and Communicate Your Strategy

Global studies show that only 5% of employees understand their company strategy. This is because strategy creation has traditionally been an absent or insular habit - companies continue to operate without a real plan or a small group of leaders meet in a boardroom to create one. Then, leaders demand that the frontline execute these plans that they may not be aware of, understand, or feel committed to. As a result, strategy execution fails.

  • In refining your existing strategy, or crafting a new one, we have a singular focus - a realistic, customer and revenue-centric plan that your key executives (and eventually your entire organization) can clearly understand, buy-in to and act on.

  • Next, we partner with your leadership to implement a communication plan so your entire organization, regardless of level, understands and commits to your enterprise strategy.

  • Finally, every individual at every level is empowered with a strategy execution plan that empowers them to align their daily performance with your overall strategy.

tools crossed in an x shape

Tools

  • The "Seed" Strategic Planning Model
  • Strategy Communication Plan
  • Strategy Execution Plans
number 2

Assess Culture

Because culture is often described as the ‘way we do things’, managers often struggle with its ‘invisibility’ and ‘softness’. As a result, they fail to see and harness the power of culture to drive strategy execution.

  • With a clear strategy in place, we ask “what kind of culture would we need to achieve our strategy?”

  • Our ‘culture baseline’ analysis shows which of your 8 Culture Dynamic Drivers are negatively impacting your culture and creating performance-limiting employee behaviors.

  • Then, we clearly outline your ‘Culture Targets’ i.e. where your culture systems need to be to fully support the execution of your strategy.

tools crossed in an x shape

Tools

  • Culture Baseline
  • Culture Target
number 3

Accelerate Performance

Culture-building is often misrepresented through costly tactical benefits that leaders ‘give’ their employees - perks, free lunches, and company-sponsored happy hours. Leaders believe their employees should ‘give back’ with stellar performance and get frustrated when execution fails despite these high-cost initiatives.

  • Our first step is an actionable ‘Culture Growth Plan’ that shows your leaders exactly what needs to change to create a culture that supports your strategy.

  • We guide your leadership through a step-by-step process of correcting systems so they fully align with your strategy and create favorable employee experiences and performance.

  • As your people feel more fulfilled, they demonstrate higher productivity and perform consistently to create sustainable profitability and excellence.

tools crossed in an x shape

Tools

  • Culture Growth Plan
the number 4

(Re)Invest in Culture Resilience

Culture is not an annual event. It is a measure of the perennial health of your organization. Yet, it is rarely measured, and almost never re-measured. Organizations who ignore periodic culture assessments risk a ‘culture slide’ - over time, they regress to the ‘culture baseline’ and are unable to sustain peak performance at the frontline.

  • After 6 months of our initial engagement, we analyze your new culture to quantify culture growth and erosion relative to your starting point.

  • We help your leaders quickly address challenges that remain, and/or new culture gaps that may have emerged.

  • Finally, we train and/or re-train organizational sponsors and ‘culture agents’ to ensure lasting cultural resilience and enterprise excellence.

tools crossed in an x shape

Tools

  • Culture Baseline
  • Culture Target
  • Culture Growth Plan

The Culture Transformation Guide

Discover 5 Secrets to Effective Culture Change

Through this guide Jessica demystifies the ‘woo’ of culture, and guides you
through the key elements of culture transformation.

  • Learn about the 8 Cultural Dynamic Drivers that influence your culture

  • Understand the common roadblocks to effective culture change.

  • Get a practical framework for analyzing and transforming your culture.

Cover of The Culture Transformation Guide Book

The Book

Unfairly Labeled

How your workplace can benefit from ditching generational stereotypes

Cover of Unfairly Labeled Book by Jessica Kriegel

There are 80 million Millennials in America, and myriad books on "managing Millennials" and "working with Millennials" and "the problem with Millennials."

In Unfairly Labeled, Jessica Kriegel challenges the very concept of "generational differences" as an unfair generalization. Jessica offers a roadmap for creating an intentional culture that works for all generations.

Schedule a Free Discovery
Session with Jessica

FIND OUT IF JESSICA IS A GOOD FIT FOR YOUR ORGANIZATION OR EVENT BY SCHEDULING A FREE 30-MINUTE DISCOVERY SESSION

Start a Conversation
with Jessica