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Culture shift

Practical advice, consulting and coaching for organizations who want to create a culture of trust and responsibility so that they can get better results, innovate and keep their top talent.

Changing your corporate culture for the better?

Your organization is running like a train. All seems to go well. Business results are good and your customers are very happy. Share prices are up and the market conditions promise a continued growth. You only have one tiny problem: your top employees are leaving. And it’s not quite clear why. From the exit interviews, you learn that the main reason to leave the company is the blaming culture and the lack of trust within the teams.

Now that’s a big problem. And it’s not something you change overnight either. But if you don’t tackle it, you will continue losing good people and the culture will deteriorate. In the end, people will start sabotaging each other and the company results will plummet.

Growing a culture of trust and responsibility is a long-term effort, but it’s something that can be done. By installing right company principles and truly living them in all layers of the organization. By rewarding the desired behaviors and not only personal results, the culture can slowly start to change to one of mutual respect, trust, understanding and responsibility.

Within this renewed culture of trust and responsibility, people will find an emotionally safe place and flourish. People who feel safe are more willing to collaborate, try new things and engage in synergies. Moreover, energy levels will go up and the overall feeling of well-being will sky-rocket. And it’s needless to say that people who thrive generate the best results.

Are you looking for more trust and responsibility in your organization? Are you willing to invest in emotional safety to create a culture where people can contribute to their full potential? Then this is it!

Recognize this?

  • No-one is taking responsibility for their actions and decisions
  • When something goes wrong, everyone starts looking for someone to blame
  • There are no new ideas or pilots developed in the organization
  • Sometimes, there is a sense of hostility in the organization
  • People are leaving, because they are disappointed in the company

Expected results

Culture of trust and responsibility

You will slowly, but certainly, start to create a company culture of trust and responsibility. People will trust and respect each other and start to collaborate and synergize. Employees will take responsibility for their decisions and actions, creating a safe place to work.

Innovation

From this culture of trust and responsibility, employees will feel safe to innovate, try new things, fail and retry again. You will notice a huge increase in creativity and resourcefulness of all employees.

Keep your top performers

People who work for an organization where they feel safe, will want to stay there. They will need very good and profound reasons before even considering changing.

Culture of trust and responsibility

You will slowly, but certainly, start to create a company culture of trust and responsibility. People will trust and respect each other and start to collaborate and synergize. Employees will take responsibility for their decisions and actions, creating a safe place to work.

Innovation

From this culture of trust and responsibility, employees will feel safe to innovate, try new things, fail and retry again. You will notice a huge increase in creativity and resourcefulness of all employees.

Keep your top performers

People who work for an organization where they feel safe, will want to stay there. They will need very good and profound reasons before even considering changing.

Approach

Standard approach & methodology

We will use a standard approach and proven methodologies, based on a mix of consulting, coaching and training. We will start working with your senior leadership to install the desired company culture and continue to spread the vibe throughout the organization.

Sustainable results

Results are important to us, but we are not in for the quick fix. We want to create impact for the long-term and pay huge importance to the embedding of the results within the organization. We will work on an individual basis where needed to ensure the transition in culture.

Human centered

The human factor is the key to success. That’s why we pay a lot of attention to the human relationships. Building a relationship based on trust, mutual understanding and transparency are the main forces we will use to get to success.

Are you interested?