Cultural change is the ultimate key to the desired results.

After a culture measurement, we know exactly what the organization’s strengths and concerns are. We have an objective look at the current situation. Of course, this is just a first step towards a change process.

Should we always change? In most cases, doing what you have always done will make that you keep on getting what you have always got. Ambitious goals force us to leave the beaten track and to resolutely choose for a positive change.

Based on the research results of the culture measurement, we will sit together with the Management Team to define the cultural change:

  • What are the strengths of our organization that can be strengthened further?

  • What are the current barriers and obstacles that prevent us from growing and achieving what we want?

  • What are the unwritten rules in our organization that act as nuisances?

  • How can we (even) better inspire and motivate employees?

  • How can we embed mutual responsibility and ownership in the organization?


 

This cultural change – written down clearly on one single page – leads to a number of Quick Wins and specific projects that will be delivered within 6-12 months.
“Ongeziene Resultaten [Unseen Results] by Marcel Van der Avert is a hardcore textbook for managers who are motived to the core to do better”