Role: Talent Strategy - Culture

New CEO was appointed . After a period of review the issue of talent retention and succession was highlighted as one that needed attention.


RFC began by meeting with the CEO to fully understand the business, it’s culture and the objectives of the assignment. Working with the CEO and using engagement surveys we produced a context report outlining solutions options.
A way forward was agreed. We conducted two group coaching sessions with all staff over a four week period to reset the values and so culture of the organisation. In house volunteers we sought and appointed to continuously review the process for values based behavior which alos formed part of the performance management process.


It’s a recent process and feedback over the initial six months has been positive. An full engagement survey is due to take place in the coming months.