Corporate culture is the sum of shared beliefs, values and norms that significantly influence thinking and behaviour within the company. Changing it is a complex process that can only be controlled indirectly.
Corporate culture is a priority in more and more organisations. This is because culture and purpose have a measurable influence on the performance of organisations: Higher satisfaction and motivation at an individual level, better collaboration in teams, including cross-functionally, as well as sales growth, adaptability and higher product quality at a corporate level.
Our approach aims to change both the formal and informal organisation. This has a profound impact on the beliefs of each individual, with changing beliefs manifesting themselves over time in new behaviours and thus shaping the cultural foundation of the organisation.
We support our clients in utilising their corporate culture as the key to business success. If there are deficits in linking strategic goals with personal commitment across all hierarchical levels, if there are frictional losses and inefficiencies, if you lack the spirit of a committed management team that exemplifies the company's values and inspires employees to perform at their best. Depending on the problem, we work on real, tangible cultural experiences that create an environment that not only attracts employees, but also binds them to the company in the long term. We know how to establish a climate in which openness to change is lived and in which employees see themselves as part of a shared, larger vision. We use proven methods and tools to develop customised solutions for our clients.
"Corporate culture is the sum of shared beliefs, values and norms that significantly influence thinking and behaviour within the company."
Culture is created through shared (learning) experiences over time, which solidify as the "correct way of doing things"
New requirements, pain points and crises (internal and external) require dynamic adjustments to the culture
Culture is stabilised by well-established routines, rituals and symbols as well as formal structures
In addition to norms, values and beliefs, effective work on culture must also take routines and structures into account
A critical mass is needed to support the cultural change in order to prevent a relapse into old patterns
Cultural change is not a linear process, but requires regular (re-)steering.
Would you like to better understand your corporate culture and identify untapped potential?
Our cultural diagnostics shed light on the strengths and obstacles of your corporate culture. We analyze the underlying beliefs and reinforcing structures and identify the greatest levers for improvement.
Would you like to make implicit values explicit and thus create a common basis for behavior?
Our values workshops will help you on your way to establishing a lived set of values. Together, we identify, prioritize and communicate (new or existing) values that reflect both employee needs and strategic goals.
Would you like to revitalize or consciously change your existing culture?
Whether it's a cultural refresh or a profound transformation, we accompany you from the diagnosis through the development or revitalization of a cultural target image to the sustainable implementation of the culture.
Are you facing a merger or takeover and want to minimize cultural integration risks?
We examine cultural similarities and differences in mergers, acquisitions and takeovers in order to identify potential risks and develop long-term strategies for successful cultural integration.
We support you in setting up, managing and measuring your change process.
We offer individual coaching, promote joint alignment as a top team and offer sparring in the organizational anchoring of culture.
Culture is a dynamic process. Corporate culture typically changes incrementally and unconsciously through accumulated (learning) experience over time. However, new demands on the organisation and its members due to disruptive events, pain points or performance gaps (internal and external), for example, require a more conscious examination and targeted adaptation of the culture. It is often of secondary importance whether these are actual performance gaps and events or merely perceived deficits.
Examples of occasions for further cultural development include
If you would like to support your managers in shaping your corporate culture as a key element of business success, we should talk to you. Together we can discuss how we can positively and effectively influence the culture of your organisation with a holistic approach, a clear focus on implementation and efficiency.
Our experts look forward to hearing from you!
In today's business world, corporate culture is not just a factor of success - it is the foundation on which long-term success is built. It acts as a powerful driver of business success by linking strategic goals with personal commitment across all hierarchical levels.
A strong culture is the invisible bond that holds together a cohesive management team that not only pulls together, but also exemplifies the company's values and inspires employees to perform at their best.
Genuine, tangible cultural experiences spark enthusiasm and create an environment that not only attracts employees, but also binds them to the company in the long term. They revitalise cooperation and increase the motivation and therefore the performance of employees.
A consciously designed and cultivated corporate culture establishes a climate in which innovation is lived and in which employees see themselves as part of a shared, larger vision.
CLIENT VOICE
Patrick Wilhelmi
Head of Leadership, Recruiting and Talent Management
Do you have any questions or are you interested in exploring a possible collaboration with undconsorten? Get in touch with us - we will help you further.
