SDLC Culture Assessment Shows Replicable Power for Organizational Change

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SDLC Partners Implements Organizational Change to increase Employee Engagement and Serve Customers More Effectively

SDLC Partners
“It takes hard work and perseverance to drive culture change in any organization" - Bryan Adkins, CEO of Denison Consulting

SDLC Partners, a business and technology consultancy specializing in delivering customized digital solutions to transform business, saw considerable positive organizational change after acting on insight provided by the Denison Culture assessment over an 18-month period. As the leading culture-fit framework for coaching organization leaders, this assessment model focuses on four key areas: adaptability, mission, involvement, and consistency.

SDLC leadership began to see the need for the first deployment of the assessment in 2018. At approximately 500 employees, SDLC faced the challenge of ensuring clarity within company strategy, mission, vision, and values as employees often primarily functioned within client sites. Employees lacked cohesion with the larger SDLC community and tended to integrate with client culture.

As a company focused on helping other organizations implement change management processes, they turned to their internal organizational change competence and saw major improvement when the survey was deployed for a second time in 2019. Denison considers rating shifts of 10 percentile points or greater as a significant increase; SDLC saw very significant increases in some cases spanning 50 points. Bryan Adkins, CEO of Denison Consulting spoke to the progress in this way, “It takes hard work and perseverance to drive culture change in any organization. The progress that SDLC made is unique in that they not only saw a tremendous increase in scores, they did it in a very systemic way that simultaneously touched on many aspects of the culture that we know are critical to business performance.”    

To see such improvement, SDLC focused on driving a culture of alignment and clarity. By such, they heavily clarified their company strategy, mission, vision, and values in a real tangible way. They have seen positive impact in employee engagement and communication, employees stepping up with ideas and innovation, and improved client feedback. Katherine Huber, Vice President of Consulting Services and Human Resources speaks to how the change has impacted the overall health of their corporate culture, “Over the past year, we have seen a greater number of employees step up not only to engage with the company but to act as leaders and implement new programs like our Mentor Group, Women in Technology Network, and a STEM for Kids program. Through this process, our employees are more empowered to make a difference and act as Ambassadors for the organization. This is what will drive our company’s growth.

All of SDLC’s organizational change was towards one goal: becoming a stronger business. The assessment enabled SDLC to even more strongly impact the organizations they assist. The clarity has equipped the company to serve their clients even more effectively: “With the advance of the COVID-19 pandemic, we have all been forced to change our working environment within a moment’s notice. The enhanced culture our teams worked so hard to create has built a solid foundation which enabled us to quickly adapt to a work from home setting so that we can continue to deliver quality work for our customers. We are receiving even more positive feedback from our clients and we attribute this to the uplifting shift in our culture,” stated Scott Barnyak, Founder and Chief Marketing and Sales Officer.

Looking forward, SDLC is anticipates seeing exponential positive effects in client satisfaction from the changes they’ve impacted.

For more information, please visit: and find resources such as Six Steps to Create Successful Organizational Change and Enterprise Agility.


About SDLC Partners

Since 2004, SDLC Partners has been providing client with high-quality business and technology services that transform customer outcomes. They empower organizations to accelerate performance through smarter solutions.

About Denison

Beginning in 1998, Denison’s global practice grew from a set of diagnostic assessments, rooted in their research linking organizational culture and leadership to business performance.

Denison’s global team builds on this base of expertise to provide a full range of transformation services designed to deliver impact to clients.

Denison believes its success comes when they contribute to client’s improved performance.

All trademarks or registered trademarks are the property of their respective owners and are used for identification purposes only.

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Alisa Big
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