Where we came from

We started life as mwah. Making Work Absolutely Human. 

Actually, it was Making Work Human, and our objective was to change the whole conversation around the potential of people and culture to be truly valued as serious organisational strengths or even the most important ‘asset’ any leader, team or organisational has. 

We shied away from cold ideas like ‘assets’ and ‘resources’ and stayed close to the real value of humans and humanity. For all our imperfections, fallibility, and even inconsistencies, every single person can change the game, the team, or the organisation, or even the whole industry. If we looked at possibilities and what we could be or do, or how we might impact each other every day to lift not only ourselves but those next to us. 

  In 2018, we started to measure and understand culture as complex human system. 

For too long (since 1994 seeing as you’re asking) we’d all been looking at ‘engagement’. It’s an old derivative of ‘measuring outputs’, and after decades of scoring it and bar graphing it, organisational culture wasn’t changing, and both employees and leaders were looking for something more. 

Against all the common views, we argued for that complex system measurement. 

It required multiple dimensions and perspectives all connected – understanding individuals, teams and at the aggregate to give a complete picture – the challenges and risks, opportunities and possibilities.

We added qualitative approaches to research standards, and started having different conversations. 

And we grew. Without a stitch of marketing, we had more and more clients, via referral and recommendation. We started dealing with whole Federal Government Departments, across some of the biggest listed companies and some of the most valuable private companies, and into some of everyone’s favourite charities.

And through it all, we had to spend the first five minutes with the Chair of the Board, or CEO, opening our presentations with questions around how to pronounce mwah. 

Then Dua Lipa made a song called ‘mwah. mwah. mwah.’ and if we hadn’t laughed we’d cry. 

So a little while ago, after we’d been partnering for three years, as the Chair opened our presentation on one of our biggest and most significant Culture Reviews to date, and asked about ‘pronouncing mwah.?’ 

Snickers and giggles all round. 

‘Like a kiss’ was the answer from someone. 

We came back to the office and changed our name. 

Our approach and the conversations we open is more game changing. And serious. And being taken seriously. 

However much we love the ‘making work human’ intent, it was time to kiss ‘MWAH.’ goodbye. Now is not the time to be cute. 

  We did the usual million domain searches. Got opinions and ideas from everyone, and even from some of their dogs.  And at the end, we were left with: 

‘Solving wicked problems’

‘Creating confidence and space to take the most important opportunities’

And we landed on Wickvale. 

A place to solve wicked problems, take the most important opportunities, and rethink people, culture, and organisations. 

  Our commitment is to always move organisations, culture, and people higher. 

We’ve decided that our clients should spend less time puzzling over our old name’s pronunciation, and more time getting the people and culture work done to improve. 

Wickvale. A serious name for serious work.

Easier to say.
Easier to spell. 

And comes with .com