Overview and Design

The Packard Group will work through discovery, design, implementation and assessment phases with your staff, on your timeline to design and implement change that lasts in order to transform your teams, culture and strategy.

Phase 1: Discovery

We assess your current culture using our six elements of culture framework and analyze the results through a behavioral science lens to understand where intervention is needed.

Deliverable: Presentation to executives and leaders of key findings and assessment of current company culture as it relates to the Six Elements Framework with a focus on current strengths and where there is work to be done. Note: All deliverables in this plan can be virtual or in-person.

Phase 2: Design

Work with primary point of contact (e.g., CEO or Employee Engagement Officer) to create plans around each of the six elements that can be enacted together. Plans will be detailed, but flexible with key milestones, objectives, responsibilities and timelines utilizing scientific approaches to changing human behavior. 

Deliverable: Action Plans

Phase 3: Implementation

We are available for weekly calls with the primary point of contact to monitor, adjust and strategize around the Action Plans. We will help to troubleshoot and provide resources as opportunities and issues arise. 

Deliverable: Regular calls to be a trusted sounding board to support your work. 

Final Deliverable: Presentation to executives and leaders about overall process, intermediate results and future plans. 

Phase 4: Assessment and Aftercare (Optional-additional cost

We will work with the key point of contact to assess the culture shift in a way that is meaningful to your organization's key metrics. This might take the form of a standard employee engagement survey, focus groups, interviews or other assessment customized for your needs. We can either conduct this assessment independently or coach you through developing your own internal systems. We will also continue to be available for executive coaching during the time. 


The importance of developing and implementing a company culture that engages employees and gets everyone on the same page are numerous.

  • Companies with a clear, cohesive and effective culture outperform their competition by 20-30%

  • 95% of employees say that culture is more important than compensation

  • Engaged employees are 30% more productive

However, culture change that is poorly implemented leads to mistrust, stonewalling, and wasted time, energy and other resources. Culture change is not something to be done in half measures. There is great reward in getting in right and great risk in getting in wrong.