In our increasingly digital reality, culture is one of the main competitive pillars for organisations. Culture influences how people work together, how they identify with their organisations and how organisations fare.
But where does this complex and hard to pinpoint thing called culture start? How to understand or measure, let alone shift it?
The answer lies within values and how they are lived in your organisation. Values dictate how you make decisions, how you run meetings, how you solve problems, how you assess your people and how you build teams.
Organisations with a strong work culture...
...Know and collectively support their purpose.
...Consciously lead their people in the knowledge that the organisation can only change if its people change.
…. Are more resilient and recover from economic crises faster and with more ease.
… Allow people the freedom to organise themselves in ways that work both for them and for the organisation.
… Attract engaged employees who care about making a difference.
Culture is Queen
The Culture Problems Organisations Face:
Everyone can smell culture but no-one knows how to affect it
Everyone viscerally perceives an organisation’s culture upon coming in contact with it. At the same time it seems almost impossible to pinpoint or change because of it’s stubborn intangible, dynamic and hyper-complex nature with so many people involved.
We are used to numbness
In Germany 85% of all employees today rate themselves as having very little or no significant identification with their workplace and as a result, engagement and motivation figures are similarly low. Imagine how vibrant your culture would be and how productivity would rise if everyone actually cared?
Cultural conversations seem hard to scale
Most people can imagine discussing personal values around the dinner table with a group of select people but have no idea how to build a bridge from those insights to team values and the values that represent an organisation with 5000 employees in a way that can be systemically applied
In the last century, culture had no room in business administration or on the balance sheet, neither on the liability nor on the asset side. There was the belief that culture simply has no economic value. Today we know that it’s an economic driver, enabling people and teams to high performance over the long run.
The Cultural Transformation Tool is a structured assessment tool that can be employed for:
Individual Value Analyses
Organisation-wide Value Analyses
It’s a quantitative method for a qualitative sense-making. An organisation-wide assessment for organisations of any size takes 3-5 weeks. In this time, values are made measurable and therefore malleable.
Take the free test now to discover your personal value assessment: