Cultural changes

If you are considering cultural change, then it is important to address two important questions to reach the required new business strategy:

  1. Will the desired change require different behaviour from your employees? And if so, how will that be achieved?
  2. How might your employees oppose or obstruct your change process, and why?

It is always possible to make a cost/benefit analysis for your specific company culture. Your present situation (working methods, strategies and the related costs and/or threats) is analysed and reported to you transparently. The analysis shows and compares the expected costs and benefits for your organisation if it continues in the current situation or if it actively pursues cultural change.

If you decide to implement cultural change, it is in most cases necessary to have a clearly defined long-term vision and strategy to ensure optimum results.

Our working approach
We first identify your present company culture. The desired change goals are then defined in close consultation with the organisation. After that we draw up a concrete implementation plan, and provide support to management and employees in carrying out the plan. Finally we evaluate the change process to see if the defined goals have been achieved, and - if necessary - draw up a further action plan.

Carefully gathered information and open communication are essential for the success of any change process. Disquiet within the company in most cases leads to undesired effects. To create broadly based buy-in for change, we support management in defining a communication plan taking into account the reactions of key people in the organisation. While the change process is in progress we carry out periodical evaluations and if necessary fine-tune the plan in line with the findings.

Depending on the goals of the change process, one or more of the following effects will be visible:

  • More effective and efficient teamworking
  • Better results at individual, departmental and organisational level
  • Increased involvement and motivation
  • Strengthened mutual trust
  • Open communication, with fewer ‘hidden agendas’
  • Increased working enjoyment

We remain involved during your cultural transition, and provide support to managers at various levels, as well as to teams, groups and individuals.