Introduce new ways of setting strategy, making decisions and engaging diverse thinking—so that
you are ready to respond
to tomorrow’s business challenges and take advantage of new possibilities.

To thrive in the future, organizations need to innovate beyond products and processes. Many teams struggle to bring innovative ideas to market in organizations which rely on traditional models of decision-making or information-sharing. Others have been successful with elements of startup culture or distributed leadership but are having issues with communication and performance as they scale.

For innovation to thrive in any organization, you must create practices of leadership, feedback, information sharing, team design, and shared purpose which allow everyone to meet their potential and bring their genius to their work.

Get Real Feedback

Hear what your teams are saying about what’s working—and what’s not—so you can show them their input matters

Set a Course for the Future

Create a vision and strategic roadmap that allows everyone to see the big picture and shared purpose

Connect the Personal and Professional

Help individuals map their personal goals and vision to the company’s path for a deeper sense of alignment

Design Teams and Roles for Diverse Thinking Styles

Work more effectively with everybody knowing how best to contribute, what to focus on, and with whom to make decisions

Align the Organization

Introduce new ways to navigate decision-making and execution that transform ‘stuck’ areas of the company

Implement Collaboration Systems

Create a working, modernized, central repository (living operational manual) of company knowledge in team, product, vision, brand, and operational resources

Create Guidelines for Improvisation

Document a set of operating principles for the way the team work with each other and the way the organization works with customers

Practice and Evolve

Apply new ways of working to learn what fits best over time—and create feedback loops to evolve the systems, agreements and norms across the organization

Phase 1: Set a Course for Action with Senior Leadership

Causeit works with senior leadership to understand existing strategy for the organization, known issues within the team and current business models, value propositions and strategic partnerships.

Phase 2: Listen to Teams and Map the Organization

Causeit conducts interviews and other intake activities to understand the context of the team and identify areas to focus on; the team has the experience of being listened to deeply and getting their questions answered about how the culture design process will affect them.

Phase 3: Engage the Teams in Alignment and Design

Teams work with Causeit to co-create a vision, mission, workable organizational systems, strategic plan and structures for fulfillment in a combination of sprints, 1:1 sessions, and retreats. Most importantly, the team commits to practicing alignment as a new way of working together.

Phase 4: Build Living Systems for Collaboration and Strategic Direction

The new systems and structures which were co-designed by the team are now built out and deployed. This phase often includes documenting existing systems, creating guidelines for decision-making at the edge of the organization, and introduction or evolution of shared knowledge-management and project management systems.

Phase 5: Practice

Ongoing coaching and consulting sessions focus on building internal leadership capacity and skill. Causeit helps teams apply new mindsets and approaches to daily work and professional development. The Causeit team also continues to gather feedback during this transitional phase, incorporating it into executive coaching sessions and company systems.

Empowerment

Teams have a new relationship to decision making and a culture of trust in leadership

Mission, Vision & Strategy

Team members from diverse backgrounds and perspectives rally around shared purpose and a have a clear idea of how to create the future together

Collaboration, Excellence and
Job Satisfaction

Organizational culture values and practices straight talk with compassion and skillfully manages conflicts, disputes and decision-making roadblocks

Quality and Responsiveness

Cultural and functional systems support teams in doing their best work—both at the edge and at the core of the organization