Strategy activation, transformation and change management
We maximise the likelihood of successful implementation of the strategy. To do this, we create the key prerequisites for the workforce: understanding, identification, clarity of their own contribution and structures for sustainable implementation
In the spotlight: Working on company values
Project:
Challenge
Telecommunications provider
approx. 200 employees
A rapidly growing company was confronted with typical growing pains. The key challenge was to develop a common cultural understanding among the many new employees without introducing rigid structures. In collaboration with the management team, it was recognised that working on shared values could provide a decisive lever for consolidating the corporate culture and shaping its identity.
Goal
After 1 year:
- Establishing a credible set of values that are lived by the entire employee base:
- Values that precisely reflect the company's own DNA.
- Anchoring the values in concrete actions in everyday working life (e.g. decision-making processes, coordination, prioritisation of tasks). - +85% Clarity about the cultural DNA and values from the perspective of the workforce.
- Creation of a coherent and identity-forming sense of culture that promotes a sense of belonging and orientation.
Measures
- Analysis of causes and levers:
- Collaboration with management and multipliers to identify the key cultural challenges. Realisation: Values work as a decisive lever.
- Cultural scouts and artefact collection:
- Training of culture scouts who collect cultural artefacts in the company within a few weeks, structuring and clustering of the artefacts found.
- Workshops and value derivation:
- Workshops with different company levels to derive and prioritise possible values, development of film scenes and visual materials to make the values understandable and tangible.
- Activation and stabilisation of the values:
- Employees work out how the values can be practised in everyday life and identify deviations.
- Interdisciplinary exchange rounds to discuss best practices and opportunities to live the values more strongly in their own area.
- Regular town halls and gamified challenges to implement the values.
- Management workshops and performance measurement:
- Regular rounds with managers to create and optimise structures for values work.
- Measuring progress in relation to cultural goals.
Results
Commitment within the workforce
Time spent
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