Change & Culture
Fostering a thriving, productive culture that supports performance, wellbeing and everyday behaviour
Culture is built in the everyday moments, how people communicate, solve problems and treat each other. It shows up in the behaviours leaders reward, the decisions teams make under pressure, and the stories people tell about “how things really work here”. Culture isn’t one thing; it’s a mix of subcultures, shared beliefs, and the tangible and intangible forces that influence behaviour. Structure, systems, leadership styles, team norms and informal rules all play a part.
We help you see the whole picture: where alignment is strong, where friction is forming, and what levers will create meaningful, sustainable change. With clear insights and targeted interventions, we support you to build a culture where people feel safe, supported and able to do their best work.
Our Approach
Mapiens’ approach to organisational change and culture combines evidence-based theory with practical project and change management methodology to make a positive impact on the people and workplace.
We take a whole-system view of culture – the behaviours, norms and structures that shape how work gets done. Using diagnostics and behavioural insights, we identify what’s creating friction or enabling success. Our work is practical and grounded in organisational psychology, helping you build a culture that supports both performance and wellbeing.
What We Help With
- Culture diagnostics and insights
- Culture improvement roadmaps
- Values identification and behavioural frameworks
- Leadership and employee engagement strategies
- Team and organisational behaviour change support
- Psychosocial risk alignment within culture change
Culture Review
Typically where leadership, culture and behaviour issues are intertwined, we will recommend a cultural review process.
This process provides your organisation with a mechanism to identify problems to be addressed and areas for improvement. Cultural reviews can involve a combination of surveys, focus groups and individual interviews, and is generally undertaken as an alternative to a formalised workplace investigation, that considers specific allegations against an individual.
Change Management
Change is constant, not just in the workplace, but in life generally. For most of us it can be uncomfortable, especially when there’s a feeling that it is being imposed on us.
Any change management program requires thoughtful planning and sensitive implementation, and above all, consultation with and the involvement of all those people affected by the changes. We take the time to engage with each stakeholder to understand what support, preparation and communication they need to adapt to change with ease.
Change initiatives must be realistic, achievable & measurable. Before starting, ask:
- What do we want to achieve?
- Why, and how will we know that the change has been achieved?
- How much of this change can we achieve ourselves, and what parts of the change process do we need help with?
We utilise evidence based models, underpinned by the experience, the expertise, but most importantly, the passion and commitment for rolling up our sleeves and sorting through the maze of issues involved with Change Management. We are able to support employees during the change process through our GROWTH for resilience program and our Employee Support Service.
Key Team Members
More Workplace Psychology Services
Frequently Asked Questions
How do you actually diagnose culture?
We look beyond surveys into behaviours, leadership styles, systems, subcultures and the stories people tell about “how things are done here”.
Our culture feels mixed: some great pockets, some challenging ones. Is that normal?
Very normal. Most organisations have multiple subcultures. The key is understanding how they interact and what they mean for performance.
Do you help with psychosocial risks as part of culture work?
Yes. Psychosocial safety is interconnected with culture, and we ensure your cultural actions support safe, healthy work. You can read more on our Psychological Health and Safety page.
How long does culture change take?
It depends on the size of the shift. Some changes happen quickly with the right leadership behaviours; deeper shifts take more time. It’s not uncommon for culture transformation programs to take years but the results are worth the wait!
Can you help if we don’t know where to start?
Absolutely. Most clients come to us knowing something feels “off”; we help pinpoint what’s driving it and where to focus first.