THE IQ + EQ SYNTHESIS
A brilliant strategy is useless if your organization won't execute it. We believe this isn't a failure of people, but a failure of organizational design. Our philosophy is built to create an intentional system where your culture becomes the engine for your strategy, not the anchor.
The fundamental disconnect in most organizations is a crisis of visibility. We call it the Iceberg of Ignorance.
Leadership, at the very top, often sees as little as 4% of the real, frontline issues.
The collective wisdom of your organization; the 100%; is hidden below the surface.
This invisible friction is what stalls your strategy and creates a deep anxiety that you can't see the full picture.
Our philosophy is a radical departure from traditional consulting. We don't bring pre-made answers or impose external frameworks.
We believe the genius required to solve your biggest challenges is already present within your organization.
Our role is to provide a proven, bottom-up process that unlocks and codifies this latent "Organisational DNA" with perfect clarity.
The tangible manifestation of this uncovered DNA is the "Formula for Success," an algebraic equation that serves as a practical framework for change.
This formula provides an elegantly simple yet profoundly effective structure for codifying the dynamics of organizational culture.
The logic is irrefutable:
The more the numerator (enabling) factors are enhanced, whilst simultaneously eliminating the denominator (disabling) factors, the more likely it is for the strategic objective to be fully realised.
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A logical formula is not enough to inspire human beings. For behaviour to truly change, people must be emotionally engaged.
This is why our philosophy is built on a synthesis of Logic and Magic, achieving a brain-heart coherence that leads to genuine buy-in. While the Logic is in the data-driven process, the Magic is in the art.
The unique power of the Blueprints methodology lies in its synthesis of two seemingly disparate worlds: the rigorous, analytical "left brain" and the creative, emotional "right brain".
It quantitatively measures the gap between the ideal culture (your Formula) and the current, lived reality. For the first time, you can see your cultural health as a hard metric.
It provides a continuous platform for all employees to submit constructive recommendations for improvement, tapping into the 100% of wisdom at the base of the "Iceberg of Ignorance."
It creates a continuous feedback loop that drives genuine leadership accountability through our Leadership Accountability Metric (LAM), ensuring that insights are translated into action.
In a nutshell, our philosophy is about bringing your strategy to LIFE by codifying and living your cultural DNA.
The Blueprint we co-create is far more than a culture tool; it is the central operating system for a wide range of your most critical business functions.
We call this the Smartphone of Organisational Effectiveness.
Leaders receive feedback on the results of their most recent measurement in a coaching session. This highlights actions recommended to improve effectiveness & how well they fed back & acted on previous recommendations.
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Blueprints is an inclusive process involving all employees. It enables employees to understand their place in the bigger picture, and how their efforts can truly make a difference.
“Tell me and I forget, teach me and I may remember, involve me and I learn.”
Creates a common framework to align the efforts of different organisational units toward a common goal. This promotes collaboration & teamwork across all areas within the organisation.
Strategy comes to life as employees understand how they can direct their efforts to achieve strategic objectives.
Through co-creation strategy is brought to life & lived in the culture of the organisation.
Energy in the organisation is aligned to best support achieving its long-term goals & purpose.
Aligning the structure of an organisation with its strategy is necessary for it to deliver its plans &achieve success.
Regular measurement helps discover areas where the structure could adapt to better support the execution of the organisation's strategy.
Businesses transform by fundamentally changing the way they are run. Empowering employees to actively engage in business transformation through a bottom-up process helps transform the organisation more fundamentally than centralised top-down transformation efforts.
Blueprints provides a systematic approach to change management. It diagnoses the organisation's current state, its future desired state, & the practices & principles needed to effect the change. It also provides a structured way to track progress between its current & future desired state.
Provides a strategic plan & implementation framework to focus the organisation's unique cultural assets.
This enables beneficial cultural practices which benefit the organisational community to be enhanced. It also highlights potential negative aspects of the organisational culture & suggests possible improvement opportunities.
Provides a systematic way for innovative solutions from different levels of the organisation to reach leadership.
The measurement process highlights innovative suggestions. These are then unpacked in feedback sessions between leaders & their people. Actions are then decided on, implemented & iteratively refined.
Provides a unique way to communicate the organisation's EVP to current & future employees.
The formula discovery process highlights practices & principles which may improve or harm the employee experience. These can then be iteratively improved during the formula measurement process based on actions suggested by employees.
The formula enables tracking performance of various business units & departments in an organisation.
It also provides a way for employees to consider their various actions, roles & responsibilities.
Increases the ability of the organisation to achieve its objectives.
Aligning the efforts of leadership & employees focuses energy in more productive ways. This co-created culture drives the discovery of the most innovative ideas to improve organisational effectiveness.
Can integrate into a health & wellness strategy.
The formula can highlight practices & principles which help & hinder wellness. Regular measurement can generate suggestions to improve health & wellness to achieve holistic health.
Integrate the formula into all internal branding & communication.
Use the formula as a platform for dialogue & empowerment. Micro-formulas can brand & communicate the specific priorities of each business unit & department.
Can communicate a set of inspiring characteristics that the organisation's leaders aspire to live by.
The formula ensures these characteristics are communicated in a way which is readily understood by all. Measurement can highlight areas of strength, areas needing development, & surface improvement suggestions.
The business philosophy of an organisation can be outlined using a co-created formula.
This formula outlines the overall purpose of the organisation, along with its goals in a visual way. This brings the philosophy of the organisation to life in a way that all employees can identify with. Using a formula ensures that the organisation can measure the degree to which it is living its philosophy.
Can be used to identify, assess & mitigate risks to the organisation.
Areas of concern can be identified in the measurement process, & improvement suggestions from employees can highlight ways to mitigate risks.
Can predict future performance & highlight future areas of concern through forward-thinking insights & predictions.
Leadership Accountability Metrics provide KPIs to ensure that leaders are accountable for their implementation of the formula.
Provides a practical representation of the organisations 'invisible balance sheet’.
This ensures that the intangible assets & liabilities of the organisation are brought to life. Measurement of the formula ensures that these previously intangible aspects of the organisation can now be actively managed & improvements suggested.
The formula reveals gaps between current & desired levels of organisational performance.
By comparing results by various demographics, areas which are excelling vs. areas which need development can be determined. Actions suggested by employees in each measurement can be used to close the gap between current & desired performance
Leadership competency frameworks can be developed in line with the formula to ensure that leaders develop the competencies needed to successfully lead the organisation & implement its philosophy.
Organisations can determine the skills & skill levels needed by employees to perform their work effectively. The formula can be used as a guide on which skills & characteristics are needed for employees to succeed.
Can be used to plan for & develop the required human competencies for organisational success.
Areas with skills shortages & those needing specific skills can be determined. Future talent needs can be anticipated & accounted for. Practices & principles which attract & retain talent can be increased, while those which result in a loss of talent can be reduced.
Leaders receive feedback on the results of their most recent measurement in a coaching session. This highlights actions recommended to improve effectiveness & how well they fed back & acted on previous recommendations.
Blueprints is an inclusive process involving all employees. It enables employees to understand their place in the bigger picture, and how their efforts can truly make a difference.
“Tell me and I forget, teach me and I may remember, involve me and I learn.”
Creates a common framework to align the efforts of different organisational units toward a common goal. This promotes collaboration & teamwork across all areas within the organisation.
Strategy comes to life as employees understand how they can direct their efforts to achieve strategic objectives.
Through co-creation strategy is brought to life & lived in the culture of the organisation.
Energy in the organisation is aligned to best support achieving its long-term goals & purpose.
Aligning the structure of an organisation with its strategy is necessary for it to deliver its plans &achieve success.
Regular measurement helps discover areas where the structure could adapt to better support the execution of the organisation's strategy.
Businesses transform by fundamentally changing the way they are run. Empowering employees to actively engage in business transformation through a bottom-up process helps transform the organisation more fundamentally than centralised top-down transformation efforts.
Blueprints provides a systematic approach to change management. It diagnoses the organisation's current state, its future desired state, & the practices & principles needed to effect the change. It also provides a structured way to track progress between its current & future desired state.
Provides a strategic plan & implementation framework to focus the organisation's unique cultural assets.
This enables beneficial cultural practices which benefit the organisational community to be enhanced. It also highlights potential negative aspects of the organisational culture & suggests possible improvement opportunities.
Provides a systematic way for innovative solutions from different levels of the organisation to reach leadership.
The measurement process highlights innovative suggestions. These are then unpacked in feedback sessions between leaders & their people. Actions are then decided on, implemented & iteratively refined.
Provides a unique way to communicate the organisation's EVP to current & future employees.
The formula discovery process highlights practices & principles which may improve or harm the employee experience. These can then be iteratively improved during the formula measurement process based on actions suggested by employees.
The formula enables tracking performance of various business units & departments in an organisation.
It also provides a way for employees to consider their various actions, roles & responsibilities.
Increases the ability of the organisation to achieve its objectives.
Aligning the efforts of leadership & employees focuses energy in more productive ways. This co-created culture drives the discovery of the most innovative ideas to improve organisational effectiveness.
Can integrate into a health & wellness strategy.
The formula can highlight practices & principles which help & hinder wellness. Regular measurement can generate suggestions to improve health & wellness to achieve holistic health.
Integrate the formula into all internal branding & communication.
Use the formula as a platform for dialogue & empowerment. Micro-formulas can brand & communicate the specific priorities of each business unit & department.
Can communicate a set of inspiring characteristics that the organisation's leaders aspire to live by.
The formula ensures these characteristics are communicated in a way which is readily understood by all. Measurement can highlight areas of strength, areas needing development, & surface improvement suggestions.
The business philosophy of an organisation can be outlined using a co-created formula.
This formula outlines the overall purpose of the organisation, along with its goals in a visual way. This brings the philosophy of the organisation to life in a way that all employees can identify with. Using a formula ensures that the organisation can measure the degree to which it is living its philosophy.
Can be used to identify, assess & mitigate risks to the organisation.
Areas of concern can be identified in the measurement process, & improvement suggestions from employees can highlight ways to mitigate risks.
Can predict future performance & highlight future areas of concern through forward-thinking insights & predictions.
Leadership Accountability Metrics provide KPIs to ensure that leaders are accountable for their implementation of the formula.
Provides a practical representation of the organisations 'invisible balance sheet’.
This ensures that the intangible assets & liabilities of the organisation are brought to life. Measurement of the formula ensures that these previously intangible aspects of the organisation can now be actively managed & improvements suggested.
The formula reveals gaps between current & desired levels of organisational performance.
By comparing results by various demographics, areas which are excelling vs. areas which need development can be determined. Actions suggested by employees in each measurement can be used to close the gap between current & desired performance
Leadership competency frameworks can be developed in line with the formula to ensure that leaders develop the competencies needed to successfully lead the organisation & implement its philosophy.
Organisations can determine the skills & skill levels needed by employees to perform their work effectively. The formula can be used as a guide on which skills & characteristics are needed for employees to succeed.
Can be used to plan for & develop the required human competencies for organisational success.
Areas with skills shortages & those needing specific skills can be determined. Future talent needs can be anticipated & accounted for. Practices & principles which attract & retain talent can be increased, while those which result in a loss of talent can be reduced.
When Massbuild's leadership confronted stagnating growth and disjointed brands, they recognized that traditional strategy was not enough. Blueprints partnered with them to co-create a living "Formula for Success" built from the voices of 7,000 employees.
See how the philosophy you've just read about becomes a real-world transformation engine.
