Advice on culture change, culture change and corporate culture

We advise you on all topics relating to corporate culture: cultural change and continued development of your corporate culture.

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Our advisory services on corporate culture and culture change

Culture analysis / analysis of corporate culture

Analyze corporate culture in detail
Benchmark with 1000 other companies
Derive effective improvement measures

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Implementing staff surveys

Improve structures, processes and leadership
Strengthen the organization
Advancing Together

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Consulting on development of mission statements and guiding principles

Attractive future orientation
Strong orientation and identification (internal & external)
high efficiency thanks to a detailed implementation plan

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Our approach

Corporate culture consists of the sum of the actions of all employees and executives. Therefore, the quickest and most efficient way of changing the culture of a company is to change the framework conditions of joint action.

Examples of effective framework conditions for cultural change:

Sub-strategies and strategic goals for departments and teams
Targetand reward systems
Innovation processes
Common understanding of “good leadership” by all executives

Important prerequisites for cultural change to succeed

Support and prioritization by the top management
Continuous cooperation of representatives of the management and/or constant feedback to the top management
The realization and insight that with high probability the leadership culture also has to undergo scrutiny – and therefore possibly also one’s own management behaviour must change, in order to change the culture of an organization with lasting effect
Sufficient resources throughout the entire project phase
A dynamic project team is available throughout the project period. Closely involved in this are key stakeholders of the cultural change process, e.g. HR, works council or staff council
… and last but not least, a strong, recognized and proven project management with sufficient resources, which should ideally be very well networked throughout the company.

Project examples for changing corporate culture

Project examples can be found on our overview page “Project examples and references“.

Consulting on corporate culture: this is how we proceed

Definition of the objectives of cultural change
- How does managementnotice that a cultural change is necessary?
- What do the lower levels of management think about it – and the employees?
- Which changes are required?
Analysis of the EXISTING culture
Definition of the DESIRED culture
in conjunction with top management
Delta analysis
- What difference is there between the DESIRED and the EXISTING culture?
- Which fields of action result from this?
Identification of the “elements which determine culture”: which framework conditions are responsible for the behaviour of the employees (i.e. for the emergence of the existing culture)?
How can these framework conditions be changedin such a way that the employees’ new behaviour in terms of the intended DESIRED culture is logical and meaningful for them and that their actual behaviour is permanently aligned with the DESIRED culture?
Identification of measures, development of an action plan
Draft of a coordinated “change architecture”
Initiation and monitoring of the implementation phase
- Follow-up during the entire project period

Our range of services

Defining the goals of the culture change process
Analysis of the current corporate culture
Identification of the most effective starting points and “longest levers” with which a cultural change in leadership and cooperation, leadership culture and corporate culture can be efficiently achieved
Identification and implementation of the necessary measures
Support and follow-up during the entire process

Depending on the context and the initial situation, we can assume various roles:

Supporting the cultural change process as a “sparring partner” in the role of consulting coaches
Coaching a project team or management committee
Working with executives and/or management committees
Coaching and guidance of executives in all phases of preparation, implementation and quality control
Or assumption of operational responsibility, if necessary or desired

Methods and models for targeted culture change

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Your benefits

Due to our many years of varied experience in consulting on corporate culture and cultural change, we generate the following added value:

Intensive and experienced consultation:
We clarify the exact issue and avoid oversteer in the cultural change process.
An increased understanding
of different types of corporate culture
Avoiding wrong turns:
We ensure that only those elements of the corporate culture change that actually have to change in order to achieve the desired target culture. Proven elements remain unchanged.
Time savings and accelerated effects:
Thanks to our many years of experience in the most diverse project contexts, we know the fastest way to the destination.
Achieving the greatest possible effects with the least possible use of resources:
We know the essential parameters for efficient cultural change, avoid costly mistakes and always ensure an efficient approach.
Benchmarking and excellent opportunities for comparison:
Opportunities for comparison with other industries and competitors

In-depth articles

Here you will find some in-depth articles on our approach to cultural change:

6 steps to cultural change The most important models for the development of company culture

Erfolgreiche Unternehmen profitieren von unserer Beratung:

Alle Referenzen

Free initial consultation

Cultural change is the supreme disciplineof change-management. We are familiar with the decisive criteria and work with you to develop an appropriate implementation plan for effective cultural change.

This is where to obtain the necessary information forfurther progress:

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Unser Angebot in Kulturwandel

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Wir haben mehr als 18 Jahre Erfahrung in Kulturwandel und beraten Sie gern!

Begeisterte Kundenmeinungen:

...ein sehr effizientes Verfahren, das uns wertvolle Einsichten und Resultate gebracht hat. Ich bin gespannt auf den weiteren Prozess.

Patricia FaudeBereichsleiterinDeutsche Telekom AG

Ich habe selten Prozesse erlebt, bei denen so viel herausgekommen ist.

Martin StrotmannLeiterDechema Forschungsverband

Das Kabinett des Ministers und der Fachbereich sind froh über die sehr gute Zusammenarbeit, die von Vertrauen, Zuverlässigkeit und großem Einfühlungsvermögen geprägt ist!