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Culture Change

Behaviour Frameworks

Benefits

Clear, observable behaviours that enable you to build the culture you need

Co-creation with staff leads to high levels of engagement

Framework can be used to support multiple processes

Behaviour frameworks are a blueprint for what ‘great’ looks like in your organisation.  Our business psychologists are trained to break behaviours down into simple statements that outline clear and observable behaviours.  These behaviours can be used for recruitment, development and to make performance conversations clearer.  By engaging staff in the development of behaviour frameworks, they can see their voice being listened to and reflected in the final framework, meaning they become part of everyday activity and don’t just sit on a shelf gathering dust.

In this increasingly complex and hybrid working environment, staff are required to work in different ways – whether than be unsupervised way or remotely – and new staff are no longer able to pick up ‘how we do things here’ from observing others.  Great collaboration, creativity and decision-making are core parts of how we work effectively but describing what we mean by ‘great’ can be hard.

Engage

We provide clear information to staff about their involvement in the process so they feel safe and listened to.  We use a combination of surveys, interviews and focus groups to gather the perspectives of staff on the great, and not so great, behaviours they have experienced to help us understand what is needed in your organisation.

Analyse

After gathering data from the organisation, we use thematic analysis to define the behaviours that make a real difference.  There may be different behaviours for different levels or teams within an organisation and we can create a number of frameworks or seek to find the behaviours that you hold in common.

Define

We develop simple statements, using the language of the organisation.  Frameworks can be built around your values or competencies or can be a short charter of the most important behaviours.

Communicate

Once defined and agreed, we work with you to communicate the framework back to the organisation, ensuring it ‘comes to life’ and is usable and meaningful.

Embed

This can involve supporting you to incorporate the framework into existing processes including recruitment and selection, performance appraisal, team meetings and training and development.

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Case studies

Dwr Cymru Welsh Water
Case Study

Capital and Regional

Supporting employee development through a management development programme

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Case Study

Central South Consortium

We spent time with the senior team to understand their current requirements and future priorities, and scoped out some exercises for them to co-facilitate with the wider team to ensure that they owned the process and outcomes.

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