Definition:​

We define culture as “The fundamental beliefs, written and unwritten rules, ritual behaviors and habits shared by a group of people”.

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Organizations have cultural traits, some of which have brought them the success they have, other’s which may be inhibiting taking the next step. The shared aspirations of the key stakeholders help define what elements in the culture need to be leveraged and used more and more creatively, and also help identify the minimum critical elements in the culture that need adjustment. Quite literally, an adjustment may involve replacing a paradigm or mindset in the organization with a slightly different one.

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The shift could be related to a deepening sense of purpose: from “We sell insurance” to “We develop trust and safety in this society” or shifts in behavioral mindsets: shifting from “knowledge is power in this company” to “by sharing knowledge we become powerful” or from “We want our products and services to be ´perfect´” to “We seek ever greater levels of excellence”.

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Once the desired cultural change has been described, we accompany organizations in implementing change. Implementation strategies vary depending on each situation but can include: 

• Alignment of cultural and strategic objectives

• Leveraging the influence of leaders

• Communication to achieve participation and understanding

• Adjustments in processes and structures- in particular adjustments in the HR system

• Introduction of new positive 'rituals' or removal of negative ones

• Training and coaching

• Learning on the go: measurement and evaluation of progress