Our 6 step process
Designed to make culture real, relatable and resilient.
Every engagement with CultureLab 360 follows a rhythm - a flow that transforms insights into action, and action into lasting culture.
Step 1: Listening Lab:
Every great culture shift begins with a conversation We begin by listening deeply.
Our programs are built on conversations with leaders, founders, and culture carriers across industries. This is where we uncover unspoken truths, untapped energy, and the real stories
Step 2: Blend
We blend research, rituals, and stories to craft interventions that are part workshop, part experiment, part story-lab. Each design mirrors your organizational DNA - intentional, distinctive, and human. No two cultures are woven the same
Step 3: The Experiment
Test. Tweak. Transform.
Our pilots are playful yet well anchored. Through safe experiments, teams experience new mindsets and behaviours - discovering what sticks and what sparks change.
Step 4: Appreciative Inquiry Phase
What’s working? What’s magical? What’s missing?
We conduct sit-downs with key stakeholders to surface strengths, discover past wins that celebrate the journey so far and identify cultural inflexion points.
How can we build an even more collaborative culture?”, for example.
This reframes challenges into opportunities for collaboration
and growth.
Step 5: Reframe & Engage
Turn insight into ritual.
We re-stitch the story; co-creating interventions, rituals, and leadership practices that reinforce your values every day.
The focus: stickiness through systems and real behavioural shifts.
Step 6: Amplify and Evolve
Culture isn’t a one time movement. It evolves and moves as you move... scales as you scale.
Our program moves from small shifts to sustained change. We commit to continuous check-ins, focusing on scaling what’s working – amplifying successful behaviour, celebrating milestones, enabling culture to become the operating system of your company.
The How
Culture is not something you are - It's something you do
Daniel Coyle (Author, The Culture Code)
Openness and Adaptability are the new currency of trust
Building culture is not a linear process; it involves multiple stakeholders.
Our focus is the middle-management cohortthe key agents who implement, model, and reinforce the desired culture.
We equip them with culture tools that provide feedback and development so they excel in this role.
As the bridge between senior leadership and front-line teams, they directly influence engagement, motivation, and the execution of cultural initiatives