Successfully accompanying a cultural transformation is often challenging, but essential to make organisations fit for the future. The fourth step in the KIROI model in particular proves to be a real game changer. The new culture is not just formulated as an abstract concept, but is tangibly integrated into everyday life. Such sustainable anchoring is the key to really changing values, behaviours and collaboration and actively involving employees.
Why cultural transformation is so crucial
Cultural transformation is more than just a short-term change: it is a far-reaching process in which existing values and behavioural patterns are questioned and reshaped. The aim is to establish a corporate culture that promotes agility, openness and collaboration. In this way, companies can not only react to rapid market changes, but also increase innovative strength and motivation within the team. Industries such as IT, automotive and healthcare in particular often report that cultural transformation leads to long-term success and employees identify more strongly with their environment.
In this context, the fourth step of the KIROI method stands out: the systematic anchoring of the new culture in everyday life. Only by anchoring it in daily rituals, processes and management styles can the cultural transformation come to life and become sustainable.
KIROI step 4: Anchoring the culture in everyday life
The fourth step ensures that the previously developed values do not remain abstract. Managers are key players here, as their behaviour has a significant influence on the cultural climate. If the new culture is lived, encouraging impulses are created and employees feel invited to make their own contributions.
An example from the IT sector illustrates this impressively: in order to establish an open feedback culture, a company first analysed the existing situation. Everyone involved then worked together to develop a vision for the future. New feedback workshops, management training and digital tools helped to create an atmosphere of openness. This created a space that enabled real communication.
In the automotive sector, agile methods are used for cultural transformation. There, iterative working methods are introduced that actively involve employees and express appreciation. In this way, change is not seen as an add-on, but is integrated into everyday working life, which increases motivation and productivity.
Companies in the healthcare sector are also focussing on designing spaces that shape culture. Physical and digital spaces are being created here that promote creativity and enable new forms of collaboration. Employees report a noticeable change in their behaviour and collaboration.
BEST PRACTICE with one customer (name hidden due to NDA contract) In a medium-sized industrial company, we supported the cultural transformation through the targeted development of regular dialogue formats between management and employees. This allowed an atmosphere of trust to develop, which loosened old patterns and made room for new ways of acting. The managers actively took on the role of culture carriers and thus supported the sustainable change.
Practical tips for supporting cultural transformation
A cultural transformation is often successful if it is accompanied by the following measures:
- Use managers as role models and train them intensively for their role.
- Actively involve employees at all levels and create spaces for open dialogue.
- Reinforce new behaviours through regular rituals, workshops and feedback formats.
- Design physical and digital work environments in such a way that they support the desired culture.
- Measure progress and motivate with transparent results.
One company from the financial services sector, for example, reports that regular culture checks and targeted training significantly increased acceptance of the new values and reduced resistance. Environmentally conscious companies also rely on projects that playfully integrate cultural topics such as sustainability and thus accelerate change.
Impetus for sustainable cultural change
Cultural transformation benefits when it is not only organised strictly top-down, but is understood as a joint process. Participation opportunities are key to ensuring that employees recognise their contribution. It also requires patience and a willingness not to lose sight of the goal in the event of setbacks.
Practitioners also recommend gradually and continuously incorporating change into everyday life: Small change initiatives in teams or projects, regular reflections and dialogue formats that provide space for questions and ideas. In this way, cultural transformation can be experienced and can withstand the challenges of a dynamic market.
My analysis
Cultural transformation according to KIROI step 4 is a decisive milestone in the sustainable transformation of organisations. All the power lies in not only defining new values and behaviours, but actually integrating them into everyday working life. Managers play a key role here as role models and culture bearers, while employees are motivated through participation. Various industries, from IT to automotive to healthcare, demonstrate the benefits through practical examples. Finally, it becomes clear that cultural transformation is not a one-off project, but an ongoing process that requires trust, openness and consistent support.
Further links from the text above:
[1] Successful cultural transformation for companies
[2] Mastering cultural transformation: KIROI step 4 for decision-makers
[3] Developing a corporate culture: Tips & examples
[4] Cultural transformation - 4 steps and 4 networks
[5] Cultural change: 6 effective steps
[6] Transforming culture - ICG - AT
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