- Address: Agip House, 6th Floor, Nairobi Kenya
Blue Concepts Africa partnered with CPF Group with one clear goal: unify the culture and strategy of its 6 distinct Group subsidiaries around a shared Culture. The Group Executive team wanted their teams to feel connected to CPF Growth outlook, Evolving work culture and every customer to experience consistent service standards.
However, Leadership felt some cultural dysfunctions were evidently slowing the Group Down including existence of siloed leadership style and norms- causing coordination breakdowns and lagged decision-making. CPF’s challenge was to break down these silos, align leaders, and build one strong culture group-wide.
Fragmented leadership philosophies, minimal cross-subsidiary collaboration, inconsistent customer experiences, cultural disconnect despite shared brand, reactive problem-solving rather than proactive strategy. As a result, employees share knowledge more freely, and customers enjoy a consistent experience under the CPF brand.
"Blue Concepts Africa didn't just help us define our culture; they equipped us with the internal capability to sustain and evolve it. The transformation across our subsidiaries has been really encouraging."
Parklands Sports Club embarked on a bold strategic shift to transition itself to a modern, preferred private family members’ social and sporting club of choice. The leadership recognized that infrastructure investments alone weren’t enough: member satisfaction and staff engagement and culture of performance needed to reflect the club’s high standards.
However, the club lacked a clear cultural identity and unified leadership vision; without these, excellence stood curtailed. The Club embarked on culture transformation journey- dubbed “Tuvuke Culture–meaning “Rise Up – with a goal to define and embed a culture of excellence that connected everyone at Parklands to a shared mission.
| High Performance Culture Dimensions Assessed & Transformed | Growth from Baseline – 9 Months Phase |
|---|---|
| Customer Service Excellence | 12% |
| Communication | 26% |
| Team Dynamics | 36% |
| Change Efficacy | 9% |
| Employee Productivity | 25% |
| Clarity on Strategic Direction | 12% |
| Leadership | 22% |
| Performance Management | 19% |
| Policy & Procedure alignment | 8% |
| Employee satisfaction | 34% |
“Our Club is experiencing a great deal of excellence as a result of the intentional transformation we have undertaken- every member and staffer experiences it every day."
A club where excellence isn’t just promised it’s experienced. Member satisfaction improved significantly, staff pride increased, and the club now has a clear cultural identity that differentiates it in Kenya’s competitive recreational landscape. Parklands Sports Club proves that culture transformation isn’t just for corporations it’s for any organization committed to excellence.
The Centre for Rights Education and Awareness (CREAW) is a leading women’s rights organization in Kenya, known for its advocacy impact and programmatic excellence. However, like many NGOs navigating growth and evolving funding landscapes, CREAW faced internal challenges: leadership transitions had created uncertainty, team coherence was strained, and the organizational culture once a source of strength had become fragmented.
"BCA helped us remember who we are and why we do this work. The cultural reorientation wasn't just about fixing problems; it was about reclaiming our identity and strengthening our foundation for the next chapter."
CREAW’s story demonstrates that culture change drives impact: staff started communicating more openly, work together with renewed energy, and focus on the mission with clarity.
At the Kenya Medical Supplies Authority (KEMSA), identified need to restore public trust and operational excellence through a culture turnaround that kicked with phase 1: culture Diagnosis. KEMSA had been under intense scrutiny with low morale and dimming public confidence and trust. The leadership recognized that rethinking the organization’s culture was the first step toward regaining credibility and efficiency across the authority
The Culture Diagnostic-led approach built a foundation of trust and clarity within KEMSA. As a result, the authority has build a foundation upon which its culture coding initiatives can be anchored on.
The Audit report and its guided immersion on it with board and management has build clarity on the priority areas that the authority need to work on strategically to begin rebuilding its efficiency and public trust
"By truly understanding our culture, we found the path to genuine, lasting change. Now the authority is moving forward with confidence and stronger outlook"
The KEMSA turnaround demonstrates the power of diagnostic-led transformation. By understanding the cultural reality before prescribing solutions, BCA helped KEMSA build a foundation of trust, clarify expectations, and create pathways for sustained change adoption. Today, KEMSA is on a transformation trajectory that positions it to fulfill its critical national mandate with renewed confidence and capability.
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