Cultivate Long-Term Culture Change

Cultivate the culture change for the long term, with measurable continuous improvement programmes.

We’ll help you coach and support your senior leaders, managers and supervisors to have regular health, safety and wellbeing conversations and encourage communication between colleagues and teams, so it becomes a natural part of everyone’s day.

Celebrate your success with Reward and Recognition schemes, as well as Champions programmes that use engaging tools and techniques to drive the ‘tipping point’, where your people do the right thing… because they know it’s the right thing to do.

At a glance

cultivate – approach to culture change

Activate, Motivate, Cultivate ®


  • Personal improvement plans

  • Advanced safety conversation coaching

  • Moderating conversations on peer to peer sharing platforms


  • Huddle cards

  • Toolbox talks

  • Interactive presentation tools

  • 360° film

Reward &

  • Scheme branding, planning and development

  • Hero programmes

  • Filmed stories and engagement tools


  • E-learning programmes

  • Live and virtual events

  • Inspirational speakers

  • Bespoke film

  • Viral video campaigns

Health, safety and wellbeing conversation coaching

  • Personal improvement plans
  • Advanced safety conversation coaching
  • Moderating conversations on peer to peer sharing platforms

Once your teams are established and your programme is in the deployment phase, we work with you to provide an ongoing programme of support to make sure familiarity doesn’t slip into complacency.

One way to stop this is by managers being more visible and regularly talking to teams about safety – leaders safety tours and managers safety walks have become common place. However, there is an art to an effective safety conversation. When you get it right, it can drive trust, openness and accountability around safety.

Coaching programmes are led by our experienced consultants and are tailored to your individual requirements. Our consultants’ knowledge has also shaped all our coaching materials on Chrysalis Culture Hub. Whether via our bespoke route or Chrysalis, at the heart of our approach is promoting a question based, active listening approach to get individuals thinking differently about the job and risks they face.

Cala Group

How did we help Cala Homes with this?

cala - one team, one goal, safe home
cala homes - ‘One team, one goal, safe home’ safety branding

Cala Homes – One team, one goal, safe home
Following a culture assessment, Cala Homes wanted to address the challenges of having several contracted companies on its sites.

We developed the company’s ‘One team, one goal, safe home’ vision, which was underpinned by key behaviours for both managers and teams. A mix of huddle cards, posters, guides, training films and workshops allowed Cala to bring teams together, under one ‘roof’, using effective safety conversations as an important tool to encourage and sustain the culture.

Safety Conversations – every cloud has a silver lining
expert opinion

Champion development

  • Huddle cards
  • Toolbox talks
  • Interactive presentation tools
  • 360° film

The success and sustainability of any social movement is all about the right ingredients – the right messages, delivered by the right people, at the right time. We help you identify those passionate individuals who will engage and inspire others.

We train them to understand their role in driving the change and provide them with the soft skills to coach their colleagues. We also arm them with the tools to deliver engaging and impactful team sessions.

As a Chrysalis Culture Hub member you’ll have access to champion development guides, e-learning modules, insight papers and the opportunity to access a wide range of team engagement tools to allow champions to plan and deploy bespoke comms tools for their teams.

How did we train champions for global snacking company, Mondelez?

mondelez champion development

Mondelez – Global quality culture change programme
To help Mondelez achieve its quality objectives, our consultants trained a select group of regional and global champions to roll out its Consumer Inspired Quality programme. These champions then trained local champions to roll out, oversee and manage the programme on site.

All quality champions were trained in Effective Quality Discussions – informal one-to-one discussions to promote positive behaviour and discourage at risk behaviour. Mondelez implemented the company’s ‘Qudos Awards’ which recognise and reward great quality behaviours on a local, regional and global level.

How to pick the right champions to transform your culture?
expert opinion

Reward and recognition

  • Scheme branding, planning and development
  • Hero programmes
  • Filmed stories and engagement tools

We know that when things go wrong, it’s important to focus on what can be learnt to make sure it can’t happen again.

Equally important is recognising and rewarding great things and finding the best ways to share these stories to get people talking, acting and involved.

When you get this right, you balance the attention that non-compliance attracts and provide a powerful source of good safety stories to be retold again and again. See Stories by Heart Programme.

As a member of the Chrysalis Culture Hub you will have access to a comprehensive set of guides and tools around Reward and Recognition. It includes certificates and communications tools, so you can run an awards scheme at your organisation and start celebrating success.

nokia logo

How did we support Nokia’s ‘Excellence on repeat’ campaign?

nokia excellence on repeat campaign

Nokia – Excellence on repeat
Nokia recognises its teams every year for excellence via its global quality awards.  We were invited to run a deep dive into the winning teams – with the objective to discover the golden nuggets that made the difference, and share the learning with other teams.

We took Nokia’s robust procedures for accident investigation and repurposed them to investigate excellence with the same rigour. We publicised the learnings and trained the safety team to identify great examples of safety across Nokia and use the tools to investigate excellence.

What’s so good about working safely?
expert opinion

Measuring success

It’s important to ensure you are able to track progress and success for each part of your safety culture change programme. Each element of your programme includes a call to action, a request for feedback or response that can be measured.

Your culture assessment benchmark provides a concrete way to measure overall progress. We recommend you re-assess your culture after 18 months, in order to update your programme plan to reflect the maturity stage you have reached.

As a member of Chrysalis Culture Hub you will have access to a cultural maturity index template allowing you to see where you are on your cultural journey as a result of your culture assessment. You’ll also find many other culture assessment tools such as a steering group presentations, huddle cards and guidance on how to measure the results of your culture assessment.

Sharing learning, ideas, improvement opportunities and good safety stories is critical to develop a culture of excellence. The ongoing support from your steering team and champions programme as they monitor these leading indicators will provide a positive measure of change and improvement.

honewell aerospace logo

How we help Honeywell to identify and celebrate safety heroes

Honeywell Aerospace – Safety Heroes films

Honeywell Aerospace – ‘Safety Heroes’ films
Following feedback from surveys and focus groups conducted at Honeywell sites across the globe, we were able to identify five sites that, in terms of HSE excellence, really stood out.

To find out what makes these sites outstanding, our consultants travelled to each site to ask them what they are doing to make the difference. During these visits, we made a series of short films to share across the business and inspire everyone to think about what they can each do to contribute to local continuous improvement programmes.

These ‘Safety Heroes’ films became the foundation of the second stage of the programme called ‘I am the difference’ and have been used to assist in training and promote discussion. The heroes were used throughout supporting communication materials, such as posters, guides and huddle cards.

How would you like to discover what’s really going on in your organisation?
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