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Diagnostics

In our experience, conducting a diagnostic review is essential before embarking on any large-scale culture change programme. This process serves as a crucial familiarisation step and ensures all challenges are identified, success measures are agreed, and improvement opportunities are recognised.

Our diagnostic process includes anonymous leadership interviews and an analysis of existing performance data (KPIs) to provide an accurate snapshot of your current state. This evidence-based snapshot ensures decisions aren’t based solely on boardroom perceptions, but on real data.

The result is a clear set of recommendations and a baseline against which future improvements can be measured.

Typical information sources include:

  • Anonymous senior leader interviews
  • Annual staff pulse surveys
  • Management all-staff meetings
  • Site briefings
  • Project and team performance reviews
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Diagnostics
Before undertaking large-scale culture change, we conduct a comprehensive diagnostic review to identify challenges, agree on success measures, and ensure all staff insights are considered for effective, lasting transformation.
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Rapid Improvement Events
Rapid improvement events in infrastructure delivery are focused, short-term initiatives aimed at swiftly identifying inefficiencies and implementing solutions to enhance project performance and outcomes.
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Team Building
Relationship-driven team building focuses on developing trust and strong interpersonal connections among team members to foster a supportive and collaborative work environment.
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Expert Facilitators

Our expert facilitators skillfully engage and guide groups ranging from 6 to 600 participants, ensuring meaningful interactions and impactful outcomes for teams of any size.

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Executive Coaching
CFPW’s executive coaching empowers leaders to excel by enhancing self-awareness, refining skills, and achieving meaningful growth. With tailored strategies and proven methodologies, we help you overcome challenges, build confidence, and unlock your full leadership potential.