The purpose of this paper is to serve as a reference on how to revamp an organization’s culture following a re-brand.
Culture change: creating a framework for executing the transformation. Leadership competency model: establishing performance standards that align with how employees execute on the strategy.
A strong culture with the best talent helps promote problem solving, continuous improvement, idea exchanging, communication and team work, and ultimately, creates value for both the business and the community.
This case study will be useful to senior human resources professionals looking to enact change in their organization. In particular, this can be used as a guide as your organization undergoes a major transition such as a re-brand or merger.
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