Case studies
check out some of the projects we have worked on
Case study 1
Pod-Trak / J Brownes – Full Programme including Research
From the initial approach, J Browne and Pod-Trak have maintained that they wanted to make use of all the services we can offer. The process for both started with a taster session with some key senior leaders to get an understanding of the eviL culture approach and what could be developed. We began working on projects whilst designing a question set for conducting research.
The questions were designed specifically for each client with questions that covered areas of the business they wanted to target. The questions consist of both quantitative and qualitative questions.
The data collection was a weeklong process of visiting every project and office so that everyone could fill in a research form in a controlled environment face to face with eviL culture. Gathering data this way ensures the forms are filled in anonymously and are confidential. Due to strict research guidelines and ethics, there is only ever one person from eviL culture that gets to see the handwritten forms, this is when the data is inputted into a system.
The report that was produced forms part of the information needed to design a bespoke programme for each business. Both businesses have then gone through the same process as Blu-3 with regards to coming up with an identity for their programme and designing modules that target the areas raised from both the research and working on projects.
Case study 2
blu-3 – Full Programme
The process began for blu-3 by attending a taster session that was delivered to a select leadership team audience, which gave them an insight of what could be produced by eviL culture bespoke to them. We went out to various sites and spent the day working on the project with the teams giving them a helping hand. This enabled us to gain trust and get an understanding of the current culture from them.
A working group was then created to come up with a programme identity. All employees were encouraged to put ideas forward for the programme name and the working group then went through them all to narrow the selection down to 3. Those 3 were then put to a vote by the business.
‘Choose our future-3’ was selected, which then meant branding and logos could be produced.
A process for the overall programme was developed, which included having a foundation session called ‘Being blu-3’ which involved everyone in the business to attend. It also involved sub-contractors and clients. This session is a bespoke design specific to Blu-3 and the needs/challenges that were highlighted by the whole the business.
During these sessions individuals were highlighted to have the potential to be trained to be cultural advisor in the future for blu-3. This would enable the business to have someone trained by eviL culture that would sustain the programme moving forward.
Once everyone was through the first module, the next stage was to focus on the supervisors/managers in the organisation. This meant that we went back out working on site and got an understanding of what they would like to learn about next and what challenges they face. That information then formed another bespoke session tailored specifically to them.
As new starters began, they would be invited to attend the Being blu-3 session maintaining the process of the programme.
Case study 3
Argent – Site support
eviL culture has a very unique relationship with Argent, as Argent worked with us to spend time on a specific project. It involved working with all the different trades on site and the management teams. This consisted of 4-5 days with working on site and helping out and understanding the challenges everyone is facing.
After the working shifts, a report was produced highlighting and issues raised and also recommendations from eviL culture on how they could tackle the issues raised. eviL culture then sat down with the contractor’s management team from the project and discussed what was raised in the report before it is produced and handed to Argent. This is about building trust, and they get to hear what has been discovered first, which then gives them an opportunity to discuss the points firsthand. This means there are no surprises.
Finally eviL culture, Argent and the project team had a meeting all together to go through the report and discuss the issues raised.
Case study 4
Network Rail – Data collection
We were contacted by Network Rail to help assist them as part of their newly formed ‘Safety Revolution’. They wanted to collect data from various roles in the business. A question set was designed by eviL culture and signed off by Network rail. We spent 2 weeks on phone calls and Teams meetings interviewing people anonymously to gather their thoughts on each question.
The data was collated in an unedited format for each question, and it was all put together in the form of a report that Network Rail used to deliver back to the board.
Case study 5
Byrne Bros – Bespoke Annual Business Review Session
The Managing Director contacted eviL culture to help assist with their yearly business roadshow. The annual event was a companywide event that everyone attended, and it gave the leadership an opportunity to communicate a business update regarding the previous year work and then an overview of the current year’s workload.
We were asked to design a 1-hour session that consisted of an icebreaker to begin the roadshow and then a slot during the session that was engaging but also got key messages across regarding the update.
Case study 6
Berkeley Homes – Leadership Session
I was working with 2 clients on a project in London that Berkeley Homes were the client for. The project director approached eviL culture to see if we could get involved with their quarterly Senior Leadership Team meeting that they held on the project.
The meeting included all the senior people from each contractor, and we were asked to design something that helped improve the collaboration between all the companies.
eviL culture had a 2-hour slot within the meeting to deliver something that was engaging but something that also helped get the individuals to understand the role they play as leaders on the project.
Case study 7
Balfour Beatty Living Places – Black Hat Tour
We were initially approached by Balfour Beatty Living Places to design and deliver an engagement session for their Black Hats at the bi-annual conference they have.
At a previous conference the Black Hats were asked what they would like to see at the next event, they requested something around putting people to work and delivering briefings. The head of Health and Safety and Area Director contacted us to assist.
We designed a 3-hour session (split throughout the day) that would give the team some tools around effective communication during briefing and setting people to work. The session was such a success with the attendee that I was then approached to do a tour around all of the projects.
We put a plan in place to go to all 10 contracts across the UK and deliver the session to more people. I spent the day on each contract and that consisted of firstly attending a morning briefing and then going out with the teams and working on the tools before delivering the session in the afternoon. Balfour Beatty took the opportunity to make use of our research capability whist I was going to all the contracts.
Event Feedback
What participants have to say...
everything bespoke
Reviews...
...innovation...
“We approached Evil Culture to bring some innovation and fresh thinking to our cultural safety program which had been running in a similar format for some time.Karl and the team impressed by developing and delivering engaging content for our company wide SLT and would not hesitate to engage them again.”
...an asset to have onboard...
“Having known and worked with Karl for many years, I must say he’s been an asset to have on board.Working closely with him to look at things from a different perspective has helped us develop bespoke impactful sessions that really gets people thinking.
Using the latest psychological tools that can help show how to get the best out of situations and making them easy to understand has helped us drive down our incident rates.
Working with everyone in the Organisation, it has helped us start a movement and push us up the Culture maturity ladder.
We are not only a safer business from working with evil Culture, we have also become a more connected and Proactive focused team.”
...of great value...
“I knew Karl in my time as CEO of J Murphy & Sons through 2015 - 2017.He was an important member of the Cultural Development Team at Murphy - an initiative which put Murphy at the forefront of driving the much-needed deep cultural change in the construction industry.
This Cultural Development Programme (CDP) was established to bring meaning and relevance amongst the whole workforce to the company values and engage their support in the delivery of its strategic purpose and business plans.
The programme focussed on the Murphy values of Never Harm, Always Deliver, Constantly Improve, Work as One Team and Respect All. Karl was a very effective member of this team helping to develop the delivery programme and leading a number of its coaching and training modules.
I have no doubt that his knowledge, enthusiasm, energy & integrity will be of great value to the clients of his newly formed venture”
...able to engage at every level...
“Working with Karl over three years, Karl had the ability to create and communicate a very wide cultural development programme across a multi-disciplined business.Karl had a unique skill to be able to engage with every level of the company with complete professionalism to deliver a second to none programme in the industry.
Karl managed to motivate groups and individuals to deliver the theory into practice which can't be achieved by many others in the field in my experience.
If your business needs assistance in this area, you need to look no further, Karl through EC s will deliver to your requirements, and you won't be disappointed!”
...positive change...
“Karl has been instrumental in starting to drive some really positive change with some challenging projects.His engaging and no-nonsense approach to identifying and resolving cultural issues is really refreshing.
He rapidly builds trust with project teams, and his open sharing of opportunities with clients and contractors allows everyone to move forward.”
...helped us adapt...
“eviL Culture came in and embedded themselves into our culture and assessed where we were on behavioural safety, they then helped us adapt our model to work better for the business and its people. This was the start of a long relationship with Karl and his team which has benefitted Pod-Trak and its culture.”
