Change doesn’t just happen because a leader demands it or incentive systems offer money for it. O’Reilly Advisors brings over a decade of first-hand experience driving sustainable change at global giants to bring you practical techniques to capture value quickly.

Whether your organization is:

  • questioning its ethical decision-making 
  • repositioning the baseline culture
  • responding to a regulatory issue
  • moving the dial on its speak-up culture
  • planning for or dealing with the aftermath of an acquisition

learn how to use control disciplines to manage through the change and beyond, drawing upon experiences from some of the largest global organizations undergoing critical change.

Change services:

  • Take an empirical measure of your Company’s culture
  • Build an Ethical Decision-Making model for your managers to follow
  • Activate the controls in your Employee Lifecycle to maintain your conduct standards
  • Construct conduct and culture reporting dashboards to oversee and govern your ethical risk

Executive Learning Programs

Training without purpose is a wasted investment.  Drawing upon extensive experience delivering high-impact learning in support of culture change initiatives, O’Reilly Advisors, LLC creates and delivers learning programs focused on building repeatable habits.

Adult learning takes place by doing, not listening or seeing.  Throughout my career, I have designed and delivered learning programs that place executives at the point of a business challenge and guides the learner through coached cases.

Learning programs are aimed at leaders and managers who drive the culture of your organization:

  • Ethical decision-making
  • Handling complaints
  • Listening up
  • Consequence management

O’Reilly Advisors, LLC delivers in-person-only programs because these are essential for skill-building.  O’Reilly Advisors, LLC offers advisory services on how to extend and sustain this learning after-the fact.

Advisory services

O’Reilly Advisors, LLC provides consulting services to clients that wish to create, improve or embed ethical culture in their organizations. 

Take an Empirical measure of your Culture

CEOs and Boards look to employee sentiment surveys for guidance and focus.  Employee engagement surveys are flawed devices used by companies to measure their employees’ perceptions of culture.  Employees responding to these are rarely confident in their anonymity which makes their responses guarded and unclear.  Furthermore, comments made on these surveys without context need to be interpreted which creates further distance between management understanding and employee sentiment.

Culture can be objectively measured by a thoughtful exercise to capture inputs with context and without bias.

If you are interested in taking such a measure, O’Reilly Advisors, LLC can assist you leveraging experiences from real world exercises to address the flaws in standard employee engagement surveys.


Build an Ethical Decision Making system

Do not be taken by surprise when asked about this by your Board or your customers.  Ethical decision-making systems are increasingly used to support business decisions because of the gap between what we can and what we should consider since we cannot rely on:

  • the law which only tells us what’s permissible (or not), or
  • individual morals which vary between upbringing, societies and religious beliefs

Most ethical business decision skills are too simplistic: we cannot focus on questions about whether we should or should not break the law.  Do we know:

  • What exceptions would we make to keep a premium client happy and do we know when this crosses a line by disadvantaging others or the market?
  • How we decide to choose what not to say when offering our services?
  • When the options we choose affect the operation of a market in ways that we would not want to be replicated?
  • That our people really know when to challenge something they think is wrong, even if they are only bystanders?

An Ethical decision-making system creates clarity for your managers to test business decisions for ethical risk.  Building an Ethical Decision-Making system involves three steps:

  1. Creating a decision-making model specific to your organization
  2. Aligning your team around the model
  3. Training leaders


Create a Culture capability Model

The only way to sustain a culture of ethics and integrity is to hire and reward for it.  Culture is set by managers at all levels as they make business decisions, choosing what to prioritize.  Take control of your culture by deploying a culture capability a model throughout the employee lifecycle and coaching people how to use it.

Building a culture capability model involves:

  • Creating a competence model
  • Training managers how to use this to assess candidates
  • Aligning the rewards programs with the model
  • Communicating clearly and often


Develop a Culture Dashboard

Dashboards have become popular tools.  Most companies have large volumes of data and typically start by looking at lagging indicators of conduct outcomes.  Finding leading indicators that describe culture and therefore point to future risk is more difficult.  O’Reilly Advisors, LLC will share experience in creating culture dashboards for Boards of Directors, leveraging lessons learned about

  • culture data quality
  • the use of innovative indicators tied to the employee lifecycle
  • aggregating culture and conduct indicators to develop insights