Culture is the operating practices you actually run.
A full-day workshop that treats culture as the pattern of operating practices the organisation actually runs. Drawing heavily on Netflix's No Rules Rules, you'll examine your real practices on candour, feedback, transparency, decision-making, and reward, then leave with named commitments to change the practices that are producing your lived culture.
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Examine the operating practices that produce your lived culture, drawing on Netflix's No Rules Rules approach to candour, transparency, and feedback
Audit honestly the gap between the culture you articulate and the culture your organisation actually runs
Leave with named operating-practice commitments, owned across the leadership team, that close the gap between intention and lived behaviour
Not the values poster on the wall, not the deck in the induction pack, but the everyday practices that produce the lived behaviour of the place. How feedback gets given. What gets surfaced versus held back. How decisions get made. What gets rewarded. What gets tolerated.
Most culture workshops work at the layer of values articulation. They produce frameworks, posters, and decks that describe the culture an organisation wishes it had. The Creative Huddle Culture workshop works further upstream. It treats culture as the operating practices that produce the lived experience, and uses the day to honestly examine the gap between the practices the leadership team articulates and the practices the organisation actually runs.
The day draws heavily on Netflix's culture as documented in No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer. Netflix is the most useful available example of a company that has been deliberate about its operating practices, and the workshop uses it as the lens through which the team examines its own.
The standard format is a full day, 09:30 to 16:30.
Download AGENDA (PDF) →Teams who want to examine the operating practices producing their lived culture. Drawing on Netflix's No Rules Rules, the day surfaces the gap between stated values and real practice.
A function's leadership team examining the culture of their own area. The audit, the diagnostic, and the operating-practice commitments all work at department level.
Every engagement starts the same way: a 30-minute call to understand the team, the situation, and what good would look like. From there, we agree the shape of the workshop together.
“As a business, we wanted to come together to define our values - not what we did, but how we wanted to do it. From the minute I spoke to James, he came across as an expert who was incredibly knowledgeable and wanted to understand our business and objectives so he could get the very best out of us. We agreed a plan, and James clearly talked through how the workshop would be delivered. The workshop was run exceptionally well and James tailored his approach to ensure everyone was heard - from physicists to HR!”
