Define and maximize the employee experience, accelerate performance, and build a culture of belonging.
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Implement a development strategy that correlates to the unique drivers, priorities and objectives of your organization.
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Understand the science of selecting high-quality candidates who enhance your culture, lead effectively, and have the abilities to perform at a higher level.
Visit Selection AcceleratedThe science of defining the collective personality of your organization.
Culture is the tie that binds engagement and retention. There is simply no ignoring it. Our research has proven that culture has a substantial impact on your employee motivation, commitment, and desire to stay longer. Thus, companies with a strong culture tend to have higher engagement and retention rates.
Culture is the collective personality of your workforce. As defined by Harvard Business Review, culture represents the collective attitudes and behaviors shaped in wide-ranging and durable ways. Culture norms define what is encouraged, discouraged, accepted, or rejected within a group.
If culture is not managed effectively, it can inhibit progress and become counterproductive to company objectives. The opposite is true — when managed effectively it can be a huge enabler of success.
We build your organizational story around personality archetypes that reflect the work-style preferences of your workforce. The insights we gather to form your unique story are built on three critical steps.
Step One Quantitative Research: Leaders complete an online culture survey to identify the organization’s profile.
Step Two Qualitative Research: We identify senior leaders and conduct stakeholder interviews to understand more about the culture profile.
Step Three Final Profile Creation: WSA research consultants who review survey data and hold a consensus meeting to ensure alignment and accuracy.
We measure 12 work-style preferences across your workforce, and we align those preferences to 12 archetypes that help us uncover the rational facts and emotional truths about your organization. When these two components are brought together and analyzed, they form the unique story of your organization.
This science provides incredible insight into your organization’s collective personality — the starting point in knowing the correct levers to pull to optimize your culture and workforce performance.
Leveraging archetypes to tell the story of your organization empowers you to not only articulate it accurately but determine, as an organization, how to embrace and evolve your culture. Understanding work style preferences in combination with the emotional truths about your culture gives you a laser focus on what to embrace and strengthen, what to evolve and grow, and how to do it. This is the foundation for recognizing and building an inclusive culture — ensuring a sense of belonging for all employees.
Some of the largest organizations in the world use archetypes to define their culture, to help leaders and employees understand the emotional truths of how work gets done, and to articulate for candidates what it is like to work at their companies.
Everyone who comes into contact with your organization should understand what your culture is like. This understanding provides a sense of belonging, inclusion, and more productive work. It gives context to the unspoken elements and those things that are underlying factors driving employees’ performance — the what and the how of your environment.
A clear sense of culture is the tie that binds engagement and belonging, the factors of performance and retention. As leaders, it is critical to listen, prioritize, and act on feedback with a laser focus, embrace your culture to work or to change it, and assess and hire people whose work-style preferences align with your culture.
We believe in not only continuing to educate ourselves and our clients but in applying our science and best practices to our own workforce. Through our study of culture, in relation to engagement and retention, we worked to analyze our own work-style preferences and archetypes. The story that unfolded was a culture of Sage and Everyperson who is somewhat allergic to being a Ruler that led to the collective personality of our own organization summed up in 10 elements we call the WSA DNA.
The WSA culture is one of growth in the advancement of expertise and wisdom. We encompass and cherish progression, development, expertise, and knowledge. We get work done through avenues of growth, reflection, and learning that allow us to be continuously confident in what we know, what we teach, and our openness to learn from others. Wisdom is key to success.
The WSA culture also thrives on an atmosphere of friendliness, respect, and responsiveness. We get work done through a strong drive of collaboration, cooperation, and teamwork. Cultural harmony is key to success.
The WSA culture does not reflect a ruler, so we recognize that people who work best in this type of culture will likely not thrive or be satisfied in the WSA environment. A ruler culture is rules-oriented with clear lines of authority, formality, control, and hierarchy. It utilizes rules, policies, and processes to get work done.
