Good governance is important to any organization. First, the duties of fairness, accountability and transparency are owed to a company’s stakeholders – a group that includes: suppliers, customers, financiers, management, employees, the government, and the community.

But given the nature of how corporate culture emerges, organizations can easily find themselves stuck in a toxic environment. Corporate culture refers to the beliefs and behaviors that determine how a company’s employees and management interact and handle outside business transactions.

Think about your current workplace or one that you’ve worked in before. If you were dealing with rumors, negative reinforcement, punishment versus praise, work to rule mentality and never experienced a work social event, chances are you were part of a negative corporate culture.

Our goal is therefore to help you align the practices of your organization with its mission. Positive and aligned corporate cultures motivate employees to perform and engage with their work, align behaviors to common values and purpose, share knowledge and insights, be more productive and responsive, and build trust!

This works whether the organization is large or small, whether its mission is for-profit, not-for profit, or any blend of the two. In times of challenge and opportunity, a healthy corporate culture can make or break success of the business and of the people working for it.

Many business leaders have talked about the central importance of culture to the success of the enterprise, often reminding themselves of the quote attributed to Peter Drucker about how

…culture could eat strategy for breakfast. It follows then that leaders of organizations must have a handle on the people-aspects of corporate culture.

J&N Brand Consult will show you:

1. How to build your brand from a broad organizational perspective.

2. How to lead brand-led culture change with human resource practices at the core (i.e. brand as a lever and not just an outcome).

3. How to build your brand across cultures and geographies.

4. How to measure brand health in new ways, that is, internally in addition to externally.

5. How to value and capture returns to your brand across the organization – introducing the new concept of employee-based brand equity – and how this is different from the valuation of brands as intangible assets.