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Strategy

Our Strategy practice uncovers your team’s blindspots, identifies opportunities for improvement in the areas of diversity, equity, inclusion, belonging, and collaboration and provides you with a roadmap on how to start.

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Winning should be at the heart of every strategy.
-  A.G. Lafley & Roger L. Martin in their book
Playing to Win: How Strategy Really Works
-  A.G. Lafley & Roger L. Martin
in their book Playing to Win:
How Strategy Really Works

How we do it

Bleeker’s Strategy practice uncovers your team’s blindspots, and identifies opportunities for improvement in the areas of diversity, equity, inclusion, belonging, and collaboration and provides you with a roadmap on how to start.

Through our diagnostic tools and advisory work, Bleeker Discovery, one of our highly acclaimed diagnostic tools, provides an assessment of teams with a focus on the five attributes that matter most to teams’ organizational health. These attributes – acknowledgment, belonging, career advancement, development, and representation – are the foundational elements of our engagement with clients and their teams

  • Acknowledgment: How employees are rewarded for their contributions and performance.
  • Belonging: How employees feel connected to their team, culture, and company.
  • Career Advancement: How employees can ascend towards greater responsibility and leadership.
  • Development: How personal and professional growth is supported in each employee.
  • Representation: The current gender and racial diversity from a leadership level throughout the organization.

Bleeker blends the qualitative and quantitative in order to understand organizational culture. Through interviews of BIPOC employees, senior leadership, and key stakeholders, we develop hypotheses on how these 5 key attributes influence your company culture. Analyzing data related to employee satisfaction, performance evaluation processes, and hiring practices, we identify potential blindspots for both growing and mature companies. Our Discovery Report provides practical recommendations and an implementation plan.

At Bleeker, we often speak about organizations in terms of cultural debt. Some organizations maintain high cultural debt, which holds back employee productivity and workplace inclusion. The first question a leader should ask: how much culture debt are we holding?

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