Culture change

Culture change

Every company has its culture. That culture evolves alongside the business.

As new employees join the company, they adapt to the culture of the company and, to a lesser extent, influence it.

Support change

Whether to maintain a company's culture on the right path, or to pursue a radical culture shift to keep up with industry changes, a strategy and a tactical plan are needed.

Any change generally starts from both an observation and an identification of change inhibitors. It is necessary to begin by having a clear vision of what one wants to to change. This will be facilitated by an external point of view which will help the company to better understand its current situation.

What is the current profile of the company? What concepts and values​​does it consciously or unconsciously spread?

Research have mapped archetypes of cultural patterns that sometimes mix. What values ​​stand out in your company: authority, security, benevolence, independence, results, rules or pleasure ...? What is its hierarchical structure? What feedback can you collect at all levels of the company?

This first step highlights the dominant cultural models and their level of adoptionas well as the tensions they can generate. Depending on the issues identified, a change may be prompted and the agile approach can be a good lever to go in the right direction.

Agile culture is based on collective intelligence and interactions to :

  • Identify obstacles and work to resolve them by collecting feedback at all levels of the company,
  • Engage with a shared vision,
  • Foster initiative and promote learning,
  • Nurturing positive energy.