Consulting · Culture change
Culture analysis: measuring, analysing and purposefully changing leadership and corporate culture
Culture analysis: how do you analyse corporate culture and derive effective steps for a purposeful culture change? For this we use a tool proven thousands of times over, which delivers solid data on which targeted actions for a guaranteed effective culture change can be based. It can also be used for employee surveys and for the targeted measurement and change of leadership culture usable!
Measure analyse leadership and corporate culture
Targeted culture change in companies requires a clear target picture:
- What is the “current culture“
- What are the “pain points” in the organisation, where is there a real need to act
- from the point of view of top management
- from the point of view of middle management
- from the point of view of the employees?
- What would an optimal “target culture” look like, so that it supports the company's strategic objectives as well as possible?
- Which fields of action are there and which concrete actions have to be implemented in order to move the corporate culture in the direction you want?
- Implementation & monitoring: project-based, in agile mode, systemic in approach and impeccably executed.
It is impossible to bring about change in a company without first having understood its culture.
Gary Hamel (economist and management consultant)
How do you analyse corporate culture?
There are essentially two approaches: a qualitative one and a quantitative one. For both, initio has widely tested solutions.
In what follows we describe a well-proven quantitative approach to the measurement and standardised presentation of corporate culture. We describe our qualitative approach to culture change on this in detail on this page.
Corporate Culture Analysis Tool
To analyse the existing corporate culture and to derive concrete actions, we use a survey and analysis tool proven thousands of times over to capture the current corporate culture.
A proven set of questions captures the current state of the corporate culture across the 12 most important cultural dimensions:
Direct connection with corporate goals
These 12 dimensions enable or obstruct the achievement of corporate objectives. That is why our model of corporate culture analysis is closely tied to the most important areas of impact in a company:
Quality of results
You get concrete and precise answers to these questions:
Which fields of action emerge from the culture analysis?
Which actions do we have to implement in order to move our organisational culture in the direction we want?
How do we stand compared with other companies?
What do we have to do to become more flexible, more agile, more stable?
What do we have to do to raise employee satisfaction and become more attractive to new staff?
Evaluations
This is what the survey evaluations look like that you will receive from us as part of the analysis (example):
So you get the survey data in fine granularity – including, of course, the benchmark figures. Here is an aggregated overview (example):
In an evaluation workshop we present the results to you and work out actions for purposefully moving your corporate culture in the direction you want.
This is how we proceed - the overall process
The cultural analysis is carried out in these steps:
The benefits: concrete approaches to transformation
- You identify cultural strengths and weaknesses as well as fields of action for improvement
- You underpin your assumptions or validate existing culture change initiatives with solid data
- Effective actions: on the basis of the surveys we develop effective actions with you that produce results.
- Consolidated tracking: you see improvements in your corporate culture over time in black and white
- Increase in the value of your company: you develop a corporate culture that brings in more revenue
- You become a more attractive employer: talented people come and stay
- Comparability: our global, normative database shows where you stand compared with 10,000 other leading companies
- Scalable and comprehensive: you can also measure employee engagement, employee commitment, innovation, trust, safety and risk management
Changing corporate culture
- Avoid mistakes in the process
- …. and unnecessary costs
... through our 21 years of experience in many industries!
Global benchmark
We compare the data from your organisation against a benchmark drawn from the surveys carried out over the past 10 years. So you see straight away where you stand compared with other companies.
Measures and subsequent change projects
The data obtained this way gives precise indications of which fields of action exist and which actions need to be taken to bring about the culture change you want. One further step is still missing, though: an “action planning” workshop to formulate, test and agree the actions with the management.
More survey modules
Alongside the “standard” organisational diagnosis tool, survey modules can be added on other topics as well:
Costs and availability
The cost of the corporate culture analysis is made up of the number of staff to be surveyed and the time required for planning, evaluation and the associated consulting.
The total cost is lower than you think. Contact us here for an initial consultation without obligation.
Free initial consultation
Culture change and cultural transformation are the supreme discipline of change management. We know the decisive points to start from and work out with you a fitting delivery and implementation plan for effective culture change.
Here you will find the information you need on how to proceed:
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What clients say about working with us
Many thanks again for the excellent collaboration, the organisation and the very good workshop results.
A very helpful, well-run workshop. The results served us well through the restructuring phase too.
It was striking how much came out of our workshop. That was outstanding.
The change management training was very good. You understand the subject in real depth, and it shows.
You prepared our workshop thoroughly and precisely. Both the method and the facilitation fitted our objectives very well. We were able to carry on working very successfully with the results. Many thanks.
Four days of workshop and still playful, creative, inspiring and well structured, with good methodology. Thoroughly recommended.
Thanks again for the excellent workshop — we have already started putting the first ideas into practice, and enjoying it.
I thoroughly enjoyed working with you, personally and professionally, and it was a great pleasure to run this workshop with you.
Thanks again for the excellent workshop — we are very happy with the outcome.
That was a really great workshop, thank you.
Thank you for two genuinely good, efficient days. The workshop was received positively throughout. Many thanks for your support.
Thank you once again for a thoroughly successful workshop day. We could not have managed it that way without your support. The work paid off.
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We have more than 21 years of experience and would be glad to advise you! Book our free initial consultation. We will get back to you.