Cultural Alignment Sprint

Who this is for

50–150 headcount companies, usually post a growth phase, where founders feel “we’ve lost something” or where values exist as posters but don’t show up in hiring, performance, or conflict.

The problem

Early-stage culture is the founders’ personalities. Past 50 staff, that doesn’t transmit anymore. Companies either drift toward whatever the loudest senior hires brought from their last role, or they paper over the gap with values statements nobody references when making decisions. Cultural alignment is what closes that gap deliberately.

What you get

• Values articulation or rearticulation workshop with leadership
• Behavioural anchors — what each value looks like in practice, and what it doesn’t
• Decision-making rituals showing how values appear in hiring, performance, comp, and conflict
• Communications rollout plan
• Manager enablement on living and reinforcing the values
• Embedding into existing processes — job ads, interview rubrics, performance reviews, recognition

How it works

8 weeks
Weeks 1–2	leadership discovery and values workshop
Weeks 3–4	behavioural anchors and ritual design
Weeks 5–6	process embedding
Weeks 7–8	rollout and manager enablement