What does a culture consultant do? Everything you need to know

More business leaders are realising the importance of organisational culture, with 46% of CIOs considering it to be the biggest barrier to success. And going by the famous words “culture eats strategy for breakfast”, it’s clear that a strong, positive culture is crucial for achieving strategic objectives. 

To achieve this, some organisations will hire a culture consultant to analyse, develop and implement effective cultural strategies. Working closely with both leaders and employees, culture consultants review the company’s existing culture, as well as identify areas for improvement to carry out effective change.

In this article, we’ll explore the key responsibilities of a culture consultant and how they work to address your organisation’s needs. We’ll also look at what to consider when finding a consultant and what the alternatives are. 

The role of a culture consultant

A culture consultant, otherwise known as an organisational or culture change consultant, is a professional who works to analyse and improve a company’s culture, whether it’s a startup business or a large organisation. They aim to align the core values, behaviours and practices of an organisation to create a stronger and more successful working environment.

Culture consultants can help both new and established businesses of different culture types. For example, if you’re starting a new venture, they can help to set your company’s culture from the start. Similarly, they can help existing firms in changing their current culture.

Firstly, a culture consultant will assess the current situation. This involves discussing current goals and exploring any pain points, such as productivity, retention or employee morale.

Next, they’ll research any relevant data including turnover rates, exit interviews and general operations. Once this data is collected, they’ll move on to employee research. This can range from reviewing employee satisfaction surveys to conducting their own anonymous interviews or focus groups.

Finally, the culture consultant will discuss their findings with senior management and share their recommendations. Implementing these can take time, so most consultants stay with the organisation for a couple of months to ensure a smooth transition.

Steps to find the right culture consultant

Finding the right culture consultant for your organisation involves choosing a consultant who can effectively address your needs and goals. Here are some strategies to help you find and choose the ideal culture consultant. 

1. Define your needs and goals

The first step is to identify the specific areas of your organisational culture that need improvement. For example, issues related to employee engagement, communication breakdowns, low morale or ineffective leadership.

You would also need to define clear objectives for what you want to achieve with the consultant’s help, whether improving employee satisfaction, increasing productivity or enhancing collaboration. This will help evaluate the consultant’s effectiveness and ensure their efforts align with your organisation’s goals. 

2. Research potential consults

When looking for the right consultant, it’s important to look for an individual or firm that understands your desired outcomes and has expertise or experience in achieving them.  In addition to improving morale, the right consultant should help in developing a high-performing culture that drives your company to success and allows employees to reach their full potential.

Professional networks like LinkedIn and LinkedIn Groups are good avenues to explore consultants and their past achievements. Other avenues – like chambers of commerce and business associations – also offer valuable resources and connections. These organisations often have directories of member consultants, provide referrals and host networking events where you can meet potential candidates. 

3. Review credentials and experience

When researching culture consultants, make sure to look for the relevant qualifications, certifications and proven track record in culture consulting. Verify their experience in your specific industry or with similar organisations to ensure they bring the right expertise. 

Additionally, review their case studies on their website or ask them to provide examples of past projects. You can also read testimonials from previous clients to assess their satisfaction and the impact on their organisations.

4. Conduct interviews

Schedule interviews with potential consultants to discuss your needs, their approach and how they plan to achieve your objectives. At this stage, you can assess their communication skills, understanding of your industry and ability to build relationships with your team.

You should also ensure that their personality, style and values align with your organisation’s desired culture – just as you would interview regular employees for cultural fit. 

5. Evaluate the costs and ROI

Another important part of the process is discussing the consultant’s fees and ensuring they fit with your budget. Inquire about the consultant’s pricing structure, including any additional costs or potential future expenses.

You should also consider the potential return on investment (ROI) and how the consultant’s work can contribute to long-term benefits for your organisation. This includes assessing the tangible and intangible outcomes of their services, such as improved employee performance, better team dynamics or increased organisational efficiency.

Does your business need a culture consultant?

Companies hire culture consultants when facing issues with high staff turnover, low morale or lack of employee engagement. Organisations undergoing significant changes, such as mergers and acquisitions, often engage culture consultants to help manage the transition smoothly and maintain a cohesive culture. 

However, while hiring a culture consultant can help to improve your culture, there are also drawbacks to consider, such as:

• The cost: A thorough consultation can be costly, so it’s important to ensure that productivity and profit are improved to justify the investment.
  
• Resistance to change: Employees and managers may resist the changes proposed by the consultant, posing the risk of friction and potential setbacks in the implementation process.
  
• Short-term engagement: Consultants are typically hired for a short-term partnership, but once they leave, efforts are needed to continue developing and maintaining the culture.

There are also alternatives to consider if you don’t have the time or budget to hire a culture consultant. 

For example, developing your culture initiatives in-house. Cost is the main reason some companies choose to carry out the project independently, while others might find that certain employees have the appropriate skills to help develop the culture. You can also look at successful culture examples or organisational culture quotes for inspiration.

Another avenue is using a culture operating system. This is a framework of principles, practices and tools designed to create, manage and sustain an organisation’s culture. A culture OS, such as Instill, is designed to provide the foundation and structure needed to ensure all elements of company culture work together smoothly.

Conclusion

By providing expert guidance on organisational values, leadership practices, communication strategies and employee engagement, culture consultants help to create a positive culture that aligns with a company’s values, goals and mission and helps a business and its’ staff perform effectively.

Whether your business needs a culture consultant depends on several factors, including the current state of your organisational culture, the challenges you are facing and your capacity to invest in external expertise. Culture consultants aren’t a cheap investment, and with alternatives out there, you can explore other options to address cultural issues.

Finding the right culture consultant isn’t a quick task either. It’s a long and careful process that involves determining your needs, researching potential matches and evaluating their qualifications and experience. But with the right approach, you can find a consultant who can provide the expertise needed to drive meaningful change and build a stronger, more cohesive workplace culture.