Cultural development  

Culture is difficult to grasp, but can be shaped

Corporate cultures are the differentiating feature and primary competition factor - impossible to imitate, but to shape in the long run through the interaction of tangible decisions, leadership and social factors.

Cultural development represents the highest goal of anchoring

Did you know…

... that companies with an above-average cultural identity show significantly higher profits in the long term?

... that a different and better strategy alone is no longer sufficient, but that successful companies differentiate themselves on the basis of their lived values and principles of cooperation?

... that corporate culture can also be measured and quantified?

Introduction to the topic

Organizations must constantly evolve and be different and better than their competitors. Their ability to survive depends on their ability to adapt quickly and flexibly to both internal and external challenges. Only organizations with a strong identity and corporate culture will give employees the necessary stability to implement these dynamics „correctly and successfully”.

The conscious shaping and alignment of the corporate culture is directly related to the resulting corporate success. The process promotes high performance, enables the effective implementation of strategy programs and gives employees a clear orientation - even in times of upheaval!

Our solution

From numerous successful cultural processes and transformations, we have developed a steering framework for cultural development that focuses on the factors that shape culture - The Horváth Cultural Steering Wheel©. We focus on „tangible” as well as „emotional” elements and are thus able to diagnose culture, determine a target design together with you and shape the development process together.

Our approach: the cultural steering wheel

The cultural steering wheel as a tool for analysis
  • Culture diagnostics (maturity model) and derivation of the culture target picture with regard to soft factors as well as corresponding methods. Hard factors are guided by target image implications.
  • Analysis and alignment of interaction and impact between the cultural elements
  • Stable framework to accompany and secure transformation success

Typical procedure 

3 steps for cultural development
  • Instrument and tool-supported analysis of the corporate culture, taking into account different perspectives
  • Consolidation of the target culture in consideration of the „holistic corporate image”
  • Conceptual design of a cultural architecture (rapid success, medium- and long-term planning)
  • Regular culture audits and evaluations of implementation success

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