Culture is the operating system.
Not the decoration.
We have been running culture change processes regularly and successfully for 21 years – in mid-sized companies, in non-profit and in the public sector.
What we actually support you with.
From diagnosis to evaluation — choose the module that fits your situation.
Consulting on purposeful, effective culture change
The complete culture change process: intensive, experienced support – without detours, and noticeably faster.
Want to Learn more?Evaluating employee surveys
Making survey results usable in workshops – naming strengths, risks and fields of action clearly and translating them into actions.
Want to Learn more?Culture analysis & culture diagnosis
Capturing corporate culture in a structured way: interviews, focus groups, online survey, analysis of objective-setting systems and rules of the game.
Want to Learn more?Employee surveys
GDPR-compliant online surveys as a data-based foundation for culture change processes – with structured evaluation and recommendations for action.
Want to Learn more?Strategies rarely fail on the plan — nearly always on the culture.
New structures, tools and goals meet well-worn habits. Where the culture does not come along, programmes sink into friction, relapse and quiet resistance — expensive and wearing.
The initio framework for culture change.
Four phases — from an honest assessment of where you stand to an anchoring that holds without us.
01 Clarity of purpose & clarifying the brief
Why culture change? What is to change in concrete terms – and how will we know it is working? Important prerequisites: support and prioritisation by top management, continuous involvement of representatives of the company leadership, sufficient resources across the whole project.
02 Diagnosis & picture of the culture
How do people actually act today? Not what the mission statement says — but what really happens in typical situations. Qualitative interviews, focus groups and analysis of typical situations produce a shared picture of the culture. The aim: from gut feeling to a picture of the culture everyone supports — as the basis for all further decisions.
03 Lever design & change architecture
Which levers do we pull? Identifying the levers that shape behaviour: structures, processes, roles, objective and metrics systems, bonuses, appraisal and promotion systems, rules, exceptions. Deriving culture goals from the strategy and translating them into concrete, observable behavioural anchors.
04 Implementation, embedding & measuring impact
How does this stay effective? Pilot projects, iterative learning, adjustment along the way. Building indicators and routines for observation. Embedding the work in governance, HR systems and standard processes. Cultural change is rarely a "project with an end date". Our aim is to enable your organisation to steer and readjust on its own.
Three ways in — from a lean check to the full programme.
Culture change need not be a major project. Many companies start with a Quick Culture Check or a culture lever scan – compact entry formats that give reliable orientation in a short time. On that basis you decide whether and how to go on.
Gain a shared picture of the current culture challenges in a short time – and identify the first levers.
- Structured workshop with the leadership group / key people
- Condensed into cultural patterns and hypotheses
- Visual overview + prioritised fields of action
Gather the views of 20 to 100 staff with a GDPR-compliant online questionnaire – and derive concrete fields of action from them.
- Behaviour-focused online survey, evaluated by area
- Compact results workshop with your leadership team
- Culture map: where does the culture support you, where does it hold you back?
From diagnosis to lasting anchoring — the complete framework, until your organisation can steer it itself.
- Diagnosis, lever design and implementation in four phases
- Anchored in governance, HR systems and regular processes
- Building internal expertise — effective even without us
Every way in ends with a clear recommendation — and a free initial consultation in which we put your situation in context.
Short cases: what culture change feels like.
Mid-sized machinery manufacturer: after diagnosis and lever design, decision-making noticeably picked up speed.
Public administration: culture lever scan as a data-based start, then a targeted programme.
Non-profit in growth: three sub-cultures became one workable shared operating system.
More than 30 consultants at nine locations.
More than 30 consultants at nine locations across the German-speaking region, specialising in organisational and cultural development for 21 years. Awarded Top Consultant. For your project we put together the team that fits the topic and the region, and keep it in place for the whole duration of the project.
Frequently asked questions about cultural change.
How long does a project to change corporate culture take?
Can corporate culture be measured at all?
What does consulting on corporate culture cost?
How does a culture diagnosis actually work?
Can culture change be started in individual areas?
Does culture change absolutely require the support of top management?
How closely are staff involved?
Specialist articles on this topic.
a soft factor with hard consequences
Read →a strategy for rebuilding shared habits step by step
Read →forming the culture of a new company
Read →how do we want to run our business?
Read →Planning cultural change in your organisation? Let's talk..
In a free initial consultation we take stock of your situation and suggest a next step. If you wish, we will support the whole process.