Organisation

The Five Conversations Framework is effectively a replacement for the traditional performance review system. It consists of five, ten minute conversations between managers and their staff over six months.

There are eight steps in the cycle of implementation. Contact us and we can explain this process further to you.

Corporate Culture Change Cycle

The Corporate Culture Change Cycle (4C) is a unique and highly effective process to change the culture of a workplace to become an employer of choice. It is based on research that demonstrates that the most desirable places to work have eight values:

  • Flexible deployment
  • Customer-focus
  • Performance-focus
  • Project-based work
  • Human spirit & work
  • Commitment
  • Learning & development
  • Open information
how can we help you?

Contact us at
WINNERS-at-WORK Pty Ltd
Call Dr Tim Baker
61 7 413 636 832

“Tim Baker has excellent knowledge and understanding, his style is interesting and effective, and he is always very approachable.”

Tammy Cugley
Morris International

Why build a productive workplace culture based on creating a new employment relationship?

  • Retaining good employees which mean that it reduces your overheads in recruitment, selection and training and corporate memory.
  • Recruiting good employees which mean that it builds your human capital that provides you with a distinct competitive advantage.
  • A more flexible, commitment, customer-focused and engaged workforce which means that you are likely to improve your bottom line.
  • Better customer responsiveness which means increased repeat business.

Based on an eight-step process, the 4C has many benefits:

  • The Corporate Culture Change Cycle (4C) is based on an international award winning doctoral study. This means that the approach is credible and rigorous and you can feel confident about its capacity to assist you create a productive workplace culture.
  • The 4C uses a bottom up approach to change unlike most change approaches that uses a traditional top down approach which means that it generates more ‘buy-in’ from staff so that you can feel a sense of assurance that it will lead to sustainable behaviour change.
  • Unlike most change processes, the 4C is based on changing people’s thinking rather than their behaviour which means that it is likely to lead to permanent behaviour change so that you can feel you are getting value for money.
  • The 4C is a totally unique change process which means that your competitors will not be exposed to the same approach so that you can feel confident that you are a step ahead of your competitors.
  • The 4C approach benchmarks your organisations progress towards the development of a new employment relationship which means that you can monitor your progress in a meaningful way so that you can feel a sense of assurance about moving in the right direction towards developing a productive workplace culture.
  • The 4C has an impressive track record with clients which means that it is tried and proven so that you can feel confident about its implementation in your organisation.

Receive the first chapter of Tim's new book today FREE!!!

Receive the first chapter of Tim's new book today FREE!!!