Leadership Culture Transformation

Collective leadership

Our clients know that how their leaders act, how they engage, is at the heart of their organisational culture, is the key to the successful formulation and execution of their business strategies.

Leadership Culture Transformation is where all of our Sheppard Moscow services become one unified offer.

This is not a single model or programme. This is an approach to creating fundamental, lasting change by creating a leadership movement that ripples across client organisations to create extraordinary business results - a ripple effect that inspires and liberates, grows confidence and builds capability, creating a leadership and organisational reflex that sustains.  

We have powerful models and processes; but our approach is to work with you – starting where you are

Sheppard Moscow truly helped us to change our culture for good, and they were great to work with, really just like an extended part of our senior management team

Matt Simoncini, President and CEO
Lear Corporation (2011-2018)

Mobilising collective leadership

Transformational change occurs when strategy, leadership and culture are aligned with mission and vision – and are coherently expressed, not only in structures and processes, but, above all, in consistent day-to-day leadership and management practices.

Transformation is always and everywhere a psychological matter: unless there is a coherent cultural vision, a clear way forward, fully enabled, and an irresistible invitation to collective action, leaders rarely change their collective practices.

Because they don’t really perceive that there is a problem with their current leadership patterns (though they might intellectually get it); because they are not particularly attracted to or convinced by or believe in the alternatives; because - even if they are attracted to and believe in the alternatives - they don’t actually know how to do it in practice; or because even if they do know how it could be done, and they want to do it, they (consciously or unconsciously) fear that something that they really value will be lost in the change.

Leadership culture transformation then requires full engagement and co-creation by the leadership population themselves – a broadening of the circle of involvement, connecting leaders to each other, creating communities for learning and for action, in a way which is transparent and collectively owned.