Culture & Change

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.

‘What requirements do you need for your change? We have all the expertise in house, both for a broad approach and for specific upper or lower stream topics’

Leanne Gaemers


Culture vs. Strategy

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).

What fits your organization?

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.

Our approach

  • Touch down
    What is your B and do you all mean the same thing by it? And what is B a solution for? What does the move to B require of your organization? What is helpful and what is not? Who defines this in your organization? Are matters clearly defined? What are the rituals in your organization and what does that say about you?
  • Create
    With you, we create the change planning. What will we address and what interventions will that require? For example, does it simply require good job profiles or does it require an undercurrent approach where we work with the teams to see what works and what doesn’t work. And where does it hurt? Because there is always a loss. Are you willing to take this loss? This is where we are keen. Always meant to make it really work in practice.
  • Implement
    Our goal is always to give the organization, the people, the team insights and tools so they can move forward. Whether Bunchmark plays a role in further implementation or anchoring we always determine in consultation and only do so if we can truly add value.

This is how we did it at

Culture & Change
Culture & Change