Cultural transformation is a key element in adapting companies to the demands of the modern working world. The focus here is not only on the surface of processes or structures, but also on a far-reaching further development of values, behaviour and attitudes. With the targeted use of methods such as the KIROI model, organisations can be accompanied step by step to successfully implement this change.
Shaping cultural transformation - starting with clear impulses
Companies aiming for a cultural transformation should first analyse the existing culture in detail. What values characterise everyday life? How do these affect collaboration and innovation? An international healthcare service provider, for example, carried out cultural diagnostics to break down structures and promote openness to new ideas. A software company opted for workshops in which employees formulated their expectations of agile collaboration. Another medium-sized company from the automotive industry established regular feedback rounds to make communication more transparent and reduce silo thinking.
These first steps create the basis for targeted changes that touch the core of the culture and develop it further.
KIROI Step 4: Managers as key drivers of cultural transformation
Managers play a key role in cultural transformation. In the KIROI model, step 4 focusses precisely on this effect. Managers are both role models and multipliers. Their attitude determines how quickly and sustainably new cultural patterns are anchored in the organisation. They must not only embody new values, but also actively integrate them into decision-making processes and everyday behaviour.
transruptions-Coaching supported a large mechanical engineering company in strengthening its managers through individual coaching sessions and team workshops. Reflection processes helped to scrutinise outdated thought patterns. An international consultancy firm supported its management team with practical formats to make the cultural change tangible. At a digital agency, feedback and communication structures were reorganised so that managers could act as shapers of an open, innovative culture.
BEST PRACTICE with one customer (name hidden due to NDA contract)
In a global technology group, transruptions-Coaching initiated the fourth KIROI step through a multi-stage programme. Managers developed a binding vision in moderated workshops. Employees were actively involved and given opportunities to help shape the programme through feedback loops. The managers brought about a noticeable change through their exemplary behaviour. The result was greater team cohesion and an increased willingness to engage in innovation processes.
Practical tips for the role of leadership in cultural change
- Managers should take part in regular coaching sessions to develop their personal and social skills.
- Breaking old habits is facilitated by target agreements that reward new behaviour.
- Communicative formats, such as town hall meetings or open feedback rounds, create trust and promote the implementation of cultural transformation.
This not only has positive effects in teams, but can also accelerate and anchor the entire cultural change.
Cultural transformation as a continuous process with sustainability
Many companies report that cultural transformation is not a one-off project, but a continuous learning process. Change only has a lasting effect if it reaches all levels and implementation is accompanied by suitable measures. One SAP partner company, for example, introduced structured meeting routines with sprint reviews that also support cultural change.
A modern consulting firm integrated cultural reflection formats into the everyday work of its teams, thus ensuring a constant development of awareness. A public institution redesigned its offices, created open-plan workspaces and thus specifically promoted collaborative ways of thinking and working.
In addition to the further development of leadership and behaviour, it is also important to systematically adapt the organisational framework. This gives new values a space in which they can establish themselves as the new social norm. In this way, a consistent cultural transformation supports adaptability and innovative strength within the company.
My analysis
Cultural transformation is a demanding process that requires targeted support and a methodical structure. The KIROI model, with its focus on managers as initiators, offers a tried and tested framework for this. Successful examples from various industries show that sustainable change can only be achieved through the involvement of all employees and continuous commitment. For companies that want to secure their future viability, cultural transformation is not just one of many topics, but a key success factor.
Further links from the text above:
Successful cultural transformation for companies - andconsorten
Mastering cultural transformation: KIROI step 4 - sauldie.org
Mastering cultural change: practical examples & tips - sauldie.org
Developing corporate culture: Tips & Examples - Salesforce Blog
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic Artificial intelligence here.
Deutsch 
English (UK)