Today, cultural transformation is a key lever for companies that want to achieve sustainable change. Many organisations are realising that a pure focus on technology or processes is not enough. Instead, it is about systematically shaping values, beliefs and behaviours. Cultural transformation helps to promote innovation, increase agility and involve employees more closely. Many clients come to us because they feel that their existing culture no longer matches their goals. It is often managers who are looking for ways to anchor changes sustainably.
Cultural transformation: why it must succeed
A successful cultural transformation begins with analysing the current culture. Many companies use employee surveys, interviews or workshops to do this. This enables them to identify which values and behaviours already exist. An example from the financial sector: a bank carried out a cultural diagnosis and realised that decisions were often made too slowly. Employees reported a lack of transparency and little room for their own ideas. The cultural transformation started here by introducing new communication channels and making decision-making processes more transparent.
Another example from the healthcare sector: A hospital wanted to promote more co-operation between departments. The cultural transformation began with joint workshops and the introduction of interdisciplinary teams. Managers played a key role in this by modelling and actively supporting the new values. There are also many examples in the retail sector. One retail company introduced regular feedback rounds to strengthen the culture of openness and lifelong learning.
Cultural transformation: The role of management and employees
Managers as role models
Managers are crucial for cultural transformation. They must not only communicate the new values, but also exemplify them. Many companies rely on leadership development programmes to raise awareness and skills. An example from industry: a medium-sized company introduced a mentoring programme in which experienced managers accompanied younger colleagues. The cultural transformation thus became a joint learning process.
There are also many examples in the education sector. One school introduced regular reflection sessions for teachers to strengthen the culture of collaboration. In the public sector, too, managers are increasingly being seen as role models for change. One example: a public authority introduced a transparent feedback system to promote a culture of openness.
Actively involve employees
Employees are the real shapers of cultural transformation. They must be actively involved in the process. Many companies use workshops, feedback rounds or digital platforms for this purpose. An example from the IT sector: a software company introduced an internal ideas management system where employees could submit suggestions for improvements. The cultural transformation thus became a joint project.
There are also many examples in the healthcare sector. One hospital introduced regular staff appraisals to strengthen the culture of appreciation. Employees are also increasingly involved in decision-making processes in the retail sector. One example: a retail company introduced an employee forum in which suggestions for improvements were discussed.
Cultural transformation: practical steps and best practices
Cultural transformation in practice
Cultural transformation requires clear goals, a clear strategy and the involvement of all stakeholders. Many companies start with a cultural diagnosis to understand the current culture. The desired values and behaviours are then defined. Implementation then takes place step by step, often with the support of external consultants.
An example from the financial sector: A bank carried out a cultural transformation by introducing new communication channels and making decision-making processes more transparent. Employees were actively involved in the process and managers played a key role as role models.
There are also many examples in the healthcare sector. One hospital introduced joint workshops and interdisciplinary teams to strengthen the culture of collaboration. Feedback rounds and employee forums are also regularly used in the retail sector to promote a culture of openness and lifelong learning.
BEST PRACTICE with one customer (name hidden due to NDA contract) A medium-sized industrial company wanted to focus its culture more strongly on innovation and collaboration. The cultural transformation began with a comprehensive cultural diagnosis in which employees and managers were interviewed. New values and behaviours were then jointly defined. Implementation took place in several stages: new communication channels were introduced, decision-making processes were made more transparent and regular feedback rounds were established. The managers played a key role as role models. The cultural transformation thus became a joint learning process that had a lasting effect.
My analysis
Cultural transformation is not a sure-fire success. It requires time, commitment and a clear strategy. Many companies today recognise that they need to actively shape their culture in order to be successful in the long term. The involvement of employees and managers is crucial here. Practical steps such as cultural diagnoses, workshops and feedback sessions help to anchor the changes in a sustainable way. Cultural transformation supports companies in becoming more innovative, agile and resilient.
Further links from the text above:
Successful cultural transformation for companies
Change management: cultural change through AI in the company
Developing a corporate culture: Tips & examples
Cultural transformation - 4 steps and 4 networks
Cultural change: 6 effective steps to change corporate culture
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