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What is culture? It is such a big word that changing it feels like an impossible task. Cultures shape people and people shape cultures. Corporate culture consists of the shared norms and values within the organization and the way employees interact with each other, as well as the rules, roles and resources in place. Simply put: the behavior that people show in the organization and how they have agreed to fulfill that with each other. In other words; the hard and soft elements present in your organization.
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They don’t say ” culture eats strategy for breakfast” for nothing. The path to structural change and to your organization’s success is through your culture but not every problem is a cultural problem. Although nothing is more persistent than your corporate culture. It’s in the carpet, according to our personal culture guru Maaike Thiecke. The questions we often address: how do you move to a culture that is healthier and better suited to your ambitions?
We have experienced big and compelling change programs in our careers. And seeing it go wrong. We know the do’s and don’ts from practice. We look at change with a systemic and anthropological perspective.
To find insights and answers to what your culture needs, we also fill in the elements that belong to growth cultures. Growth cultures are organizational cultures focused on business and people development, as per our other guru Kegan. This involves the balance between “Edge” (the ambition and what we are challenged on), “Home” (degree of safety and where we get support) and “Groove” (a supportive flow of structure and agreements).
Do you want your organization to get from A to B, and what does that require of your culture? Because of our connection between hard and soft that characterizes us, we will walk both the path of the upper stream (processes, systems, role clarity) and the lower stream (what lives, how do people interact, what is not being said?) with you. We refine from the axes of Growth Culture (home, edge and groove).
What does your change require? We have all the expertise, both for a broad approach and for specific upper- or lower-current topics. And never more than necessary, because a big culture program is often not the solution. However, our experience does show that leaders have a great impact on culture and change. We like to find out what the leverage is in your organization and how to increase it by taking small steps.
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