Lead Change with Confidence

Consulting - Speaking - Workshops

We're hearing you ask...

Why are my employees disengaged?

Why doesn't my organization adjust to change well?

How can I get my team to buy-in to the new plan?

Six Elements of Culture Change Framework

Culture is how people know what to do even when there isn't anyone around telling them how to behave. It is our invisible guide. And it is ALWAYS reflective of an underlying value system.

Beliefs-Everyone in the organization will share these beliefs, or they will find themselves to be a bad "fit" for the organization.

Norms-Norms are spelled out in official employee handbooks and onboard trainings.

Language-Language actually structures our thoughts including the opportunities we perceive and the threats we feel.

Customs-Every organization has certain traditions or standard operating procedures.

Artifacts-Artifacts are the physical elements of your culture.

Organizational Style-The way you are organized not only communicates what your company cares about but actually determines what people are allowed to care about.

In order to change an organization's culture all of these aspects must be leveraged at the same time. Think of these as the levers you can pull to move the culture. Too often, companies focus on only one or two of these levers at a time when a more integrated approach is required. 

For example, some companies will set a new mission and vision statement (Beliefs) without thinking about communications plan (Language), incentives for employee behavior to align with the new vision (Norms) or what operational alterations are required for the new vision to be enacted (Organizational Style).

We work through discovery, design, implementation and assessment with your staff, on your timeline, to design and implement change that lasts. 

The Packard Group is led by sociologist, organizational expert and strategic facilitator, Dr. Josh Packard. Josh and his team connect with your organization's story and design solutions with you based on research-driven insights. 

"The Packard Group invested time to understand our business, our team and how we differentiate. They masterfully facilitated the workshop in a way that yielded high-participation, self-reflection and improvement plans for the Velvet Chainsaw team. If you're looking for a strategic facilitator, progressive big picture thinker and someone who quickly earns trust of the participants, Josh is a refreshing, future focused option".

Dave Lutz 

Managing Director, Velvet Chainsaw

Start learning how behavioral science principles impact your organization.

Download the "Why Change Fails" white paper to read a few quick ways that behavioral science can help build better teams, shape culture and develop strategy, mission and vision. 


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Episode 65: Illusory Correlation

January 28, 2019

Payless makes people mad and is brilliant while doing it. Megan tries to convince Josh that we need to stop regulating creativity, but he's not buying it. We agree that you should over-invest in talent.

Episode 64: Predictions 2019

January 21, 2019

We review our predictions from last year in our ANNUAL predictions episode! (Take that Voiceover Guy) The Federal Reserve helped us solidify our point that Millennials aren't ruining everything because they're entitled, they're not spending money because they don't have it. We discuss what organizational culture really is in easy to understand terminology.

Episode 63: Crossfunctional Teams

January 14, 2019

Did you know that employees aren't just ghosting their romantic partners, they are ghosting employers? We don't know how we feel about that. Megan shares one of our favorite social neuroscience models and how that relates to your employer brand. Josh discusses cross-functional teams and how to build them better for the long term!

“Josh has a gift for taking the complexity out of a complicated process.”

Connie Dieken

CEO, The Dieken Group