Advanced Human Capital™

Culture Executive Summit and Academy

Executive Culture Summit

The executive culture summit is the critical next step in turning Diialog™ organizational culture assessment insights into efficient action. The purpose of the summit is to promote informed commitment among executive team members about what it is to be, and what it takes to create, a high-performance corporate culture.

During the summit, Ankura executive consultants, in partnership with our client’s human resources and other initiative sponsors, facilitate discussion about the organizational characteristics and results that distinguish the highest performing organizational cultures and create competitive advantage.

The executive team then reviews the results of their own Diialog™ culture assessment measurements taken prior to the summit. These data define, with great precision, the client-company’s culture, and reveal the gaps between the executive team’s required (or “preferred future”) culture and the company’s current-actual culture. Ankura also presents the causal factors that are restraining the shaping of the client-company’s required culture.

The executive culture summit typically results in a strong and informed executive mandate to systematically and vigorously act to improve the culture.

Culture Academy

The culture academy is an intensive and interactive planning experience for the principal champions and implementers of a culture shaping or integration initiative. It is typically attended by the culture coordinator who is appointed by the executive team during the summit, along with others appointed to support her or him.

The culture academy follows the executive culture summit during which a leadership mandate is given to develop a comprehensive culture migration plan to be submitted back to the summit leaders for consideration, ratification, and implementation.

Purpose and Objectives:

The purpose of the culture academy is to commence action on the mandate established in the culture summit. Its focus is to educate those charged with fulfilling this mandate, typically the culture coordinator and culture action team (CAT), and to achieve these specific objectives:

  1. Establish client self-sufficiency through the transfer of knowledge, skills, and tools required to guide the culture shaping process.
  2. Develop a detailed and viable culture migration plan, including initiatives, accountabilities, resources, timetables, and monitoring metrics for closing the gap between the current-actual and preferred future cultures.
  3. Prepare participants to gain approval for their culture migration plan.
  4. Consider and remove potential barriers to successful implementation of the plan.
Get in Touch
Gerard F. McDonough
Senior Managing Director
David M. Lynn
Managing Director
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