At the heart of the process, each client group creates and implements a blueprint (or cultural strategy) for change. Because the values, desires, goals, talents, vision and resources of each company are unique — every blueprint is different and incorporates a wide variety of tactics and activities. But the end results are the same — workplaces where people focus their energy in positive, productive ways to improve business performance.

There are six basic steps for creating a change architecture.

Step 1: Interviews and Cultural Assessment
Step 2: Senior Team Retreat (Changing the Game)
Step 3: Building an Implementation Team
Step 4: Drafting the Blueprint
Step 5: Implementation
Step 6: Measure and Celebrate Results

No doubt you will have many questions about HOW Pecos River helps organizations renovate their cultures and focus energy on their core purpose. Please don’t hesitate to contact us for more information about our methods and curriculum.

For a brief overview of how Pecos River creates a Change Architecture, read on.

> Step 2: Senior Team Retreats
A customized multi-day offsite retreat is held with the senior team. Together, we roll up our sleeves and deal directly with the results of the assessment and the challenges of creating cultural strategies to support the business strategies. A cultural vision — supported by a strong case for change — is the key outcome. For more about Senior Team Retreats go here, or download a brochure.
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> Step 3: Building an Implementation Team
The senior team selects the leaders and managers who will become the group that commits to implementing the cultural vision. Other stakeholders are also involved (managers in related divisions, key customers and suppliers, union leaders, etc.) to ensure broad-based support. The Implementation Team is launched at a custom designed team-building session.
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> Step 4: Drafting the Blueprint
The Implementation Team creates the first draft of the Blueprint that will guide the implementation efforts throughout the project. The components for the Blueprint are:

• A plan for 10X communication — change like this must be “over- communicated” to get people’s attention
• A plan for creating breakthrough experiences — to help people change old mindsets and learn tools for transforming their work environment
• A plan for developing change leadership skills for managers—a culture change effort is the perfect opportunity to develop the company’s next leaders
• A plan for building momentum with short-term wins — to show measurable results as soon as possible
• A plan for long-term organizational change — to align the systems, structures, and policies so they reinforce and strengthen the cultural vision.
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> Step 5: Implementation
The completed Blueprint will guide the Implementation Team’s actions, but plans will have to be modified as they go, due to unforeseen circumstances and changes.
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> Step 6: Measure and Celebrate Results
Along the way, the progress and results (in terms of shifts in behaviors, attitudes and performance numbers) are measured, communicated widely and celebrated. This helps maintain momentum and demonstrates return on investment for the culture change effort.
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