Skout’s Approach to Culture and Performance


  • Leaders see a gap between the organization’s strategic goals and managers’ and employees’ ability and willingness to meet them.
  • Leaders struggle to create the kind of organizational culture needed to maintain desired standards of ethics, innovation, or performance in terms of efficiency, quality or safety
  • Leaders have often articulated clear goals and have established processes and standards to effect those goals. But they have not yet brought the workplace onboard in embodying the new direction
  • Intellectual capital is wasted due to fear and frustration.

The Challenge: Why is it so hard?

  • Leaders focus on process and strategy without considering the HOW will they actually cause human beings to change
  • Established and successful leaders struggle to be open to new ways of doing their way and to acknowledge what they don’t know.
  • Managers, who are trained to be experts, are not skilled in asking questions and being the kind of adaptive leaders needed to help the organization chart new and unknown territory.
  • Lack of accountability is rampant: There is little consistency in decision-making or consequences for not meeting commitments.
  • Existing survey data is not providing leaders with the insights to know what is holding back their employees and managers.
  • Leaders don’t know how to chart a course that will allow their people to bring their best selves to work.
  • There’s rampant lack of awareness of how to model the right kind of behavior

Why Skout?

  • Too much of leadership development and “change” efforts are focused on what the organization and managers should do. Not enough focus is placed on why they don’t do it.
  • You can’t manage what you can’t measure. Leaders have avoided dealing with “soft” issues such as culture because it’s been difficult to quantify. Skout’s Culture Assessment gives leaders quantitative measures and actionable steps to improve their organization’s culture.
  • Skout’s services are not yet another “flavor of the month.” Our work serves busy managers to help implement and make more effective the myriad of initiatives and programs they are already working on.
  • Skout understands how to integrate the process and structural elements with the people side: both how to work together and how to help individuals become more self-aware to be able to ask questions and be more adaptable to change.
  • Managing change sits between strategy work that helps leaders determine what should be done and individual coaching that is not readily available to front line employees
  • Skout provides a safe and objective means for leaders and organizations to accept tough news about their culture and then develop a logical and doable plan to move the organization towards its goals
  • Skout’s approach is bottom-up. By using employees’ own values, we help individual employees have a voice and help them shape their own strategy for reaching the organization’s goals.
  • Skout’s roadmap reflects how people work and think about these issues by looking at their motivations and addressing their fears.
  • Lower levels of culture dysfunction results in increased employee engagement leading to increased performance and patient/customer satisfaction
    • Studies of 900 organizations offers clear evidence that engagement and cultural alignment have a synergistic effect.
    • Cultural alignment and cultural dysfunction significantly influence employee engagement, and employee engagement significantly influences organizational and financial performance.