Shape and strengthen your organisational culture
Strengthen your organisational culture
Culture is often described as something intangible that is ingrained “in the walls" of an organisation. But at its core, our culture is shaped by our daily habits and behaviours. By identifying and influencing these behaviours, we drive a cultural shift that reaches the entire organisation.
A strong and inclusive culture does more than just foster well-being and engagement—it drives performance, innovation, and long-term results. By actively shaping and reinforcing your organisational culture, you can turn values into concrete actions, creating a workplace where both employees and the organisation thrive.
+44%
Increased team cohesion and sense of inclusion
+40%
Increased behaviours associated with effective conflict management
Our approach to cultural change
Our approach is grounded in behavioural science and the fundamental insight that organisational culture is shaped by the behaviours that we engage in every day. By translating core values into concrete and observable behaviours, we create a culture in which the organisation’s values become an integral part of everyday work.
With a clear direction, the right conditions, and leaders equipped with behaviour-based leadership, we reinforce and the behaviours that shape your culture and drive towards your desired results.
A cultural shift based on OBM ensures that values aren’t just on paper but come to life throughout the entire organisation. When behaviours align with the organisation’s goals, the result is a strong organisational culture that drives the organisation in the direction you desire.
Step 1: Map and define
The process begins by clearly defining the organisation’s overall goals and the desired outcomes of the cultural change initiative. We identify the areas and processes within the organisation that have the greatest impact on achieving these goals. In this step, we define the specific behaviours that need to be reinforced to foster the desired culture, as well as the competing behaviours that need to be reduced.
Step 2: Analyse and create the right conditions
The next step is to analyse the current situation by observing how frequently the key behaviours occur today. We use behavioural analysis to understand the drivers behind these behaviours and identify any potential barriers. At the same time, we ensure that the right organisational conditions—such as resources, structural systems, and incentives—are in place to enable the desired behaviours. Based on this analysis, we create a concrete and actionable plan for the cultural change initiative.
Step 3: Implement and change
In this step, the actual change process begins, with a focus on activating and reinforcing the key behaviours outlined in the action plan. At the same time, we work to reduce the competing behaviours that hinder the change. An important part of this work is to train leaders in behaviour-based leadership as well as in practical skills such as communication, feedback, and coaching. Leadership becomes a key factor in creating and sustaining the desired organisational culture.
Step 4: Measure and maintain
The final step is to evaluate the impact of the cultural change initiative. Through behavioural observations, we measure whether the key behaviours have increased to the desired and sustainable level. We also analyse whether the change has led to improvements in key metrics, such as increased inclusion, better collaboration, or a stronger learning culture. Based on these insights, we create a plan to maintain and further develop the culture so that it continues to support the organisation’s long-term goals.
6
Months of work
44%
Increased sense of team cohesion and inclusion
Read about the cultural shift and increased inclusion in the construction industry.
Frequently Asked Questions
-
Can you help us after a merger, reorganization, or period of rapid growth?
Yes. During periods of major change, there may be different ways of working, expectations, and cultures within the organization. We help you establish a shared direction and translate the desired culture into concrete behaviors. The initiative is tailored to the organization’s situation and can be implemented in selected areas or across the entire organization.
-
How do you measure a change in organizational culture?
We define which culture-driving behaviors and outcomes need to be changed and typically conduct a baseline measurement. We also track relevant lagging key performance indicators, such as employee engagement, to assess whether the behavioral change is having the desired effect.
-
What role do leaders and the leadership team play in cultural change?
The leadership team needs to establish a clear direction and demonstrate that cultural change is a priority. Leaders play a key role in creating the right conditions, serving as role models, and encouraging and positively reinforcing the desired behaviors. Through training in behavior-based leadership, they gain the practical skills needed to drive cultural change in their day-to-day work.
-
How are employees involved in efforts to shape the organizational culture?
Employees are involved in assessing the current situation, identifying key situations, and defining the behaviors that will shape the culture. Their knowledge of the organization is essential for the initiative to work in day-to-day operations. Their involvement also fosters commitment and a sense of ownership regarding the cultural shift.
-
Which behaviors have the greatest impact on cultural change?
It depends on the culture and the results the organization wants to achieve. For example, this may involve behaviors that foster engagement, innovation, or safety. Together, we identify the behaviors that have the greatest impact on the goal—especially where the organization’s current state is furthest from the desired state—as well as the conditions that can be influenced in day-to-day operations.
-
How do you assess our current organizational culture?
We begin by clarifying the organization’s goals and desired culture. Through interviews, surveys, focus groups, site visits, observations, and/or other relevant operational data, we then identify the behaviors, situations, and organizational conditions that characterize the current state. This gives us a concrete picture of what is already working and what needs to change.
-
How can organizational culture be changed through behavior?
Organizational culture is shaped by the behaviors that are repeated and reinforced in everyday life. By translating core values into concrete and observable behaviors, we create a culture in which the organization’s values become an integral part of daily work.
Do you have any more questions?
Contact us and we'll be in touch.