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Regardless of what your company is concerned with, if it affects your employees or your organizations performance, you will always get back to the three pillars of culcha.

culcha supports you in realizing your needs smooth and practical. Your plans might be:

  • Growth plans
  • To be an employer of choice
  • Realizing future needs for your organization
  • Leadership principals that are consistent with your strategy
  • To raise your competitiveness
  • Strategic realignment
  • To rise the motivation of your employees
  • To carry out a successful restructuring
  • To achieve an organizational culture that supports your future plans
  • To carry out and implement successful and sustainable change

All these topics have an effect on your organizational culture. Leadership has the most dominant influence on it. The success of change, will be mainly influenced by leadership and the prevailing organizational culture. Learning and change agility will be defined by your organizational culture and will have an influence on your innovational capabilities as well as on your organizational performance.

The interaction of the three pillars – organizational culture, leadership and change – do not only have a positive effect on your organizational performance. It also makes you an employer of choice. That in return raises the motivation of your existing and future employees.

That is why the three pillars are in integral part of every consultancy culcha offers. It will also be highlighted, what might happen, if cessation accrues in these areas.

culcha aims to enable the organization and its leadership to execute on similar future processes independently and holistically with success.

Please find out, how culcha defines organizational culture, leadership and change.

Organizational Culture
What is organizational culture?

Organizations often describe their «mood» to be the organizational (corporate) culture.

The complexity and the effects of organizational culture are mirrored in the organizational performance.

The growth of an organization might also be driven by its culture.

Often these aspects are neglected or not taken into consideration.

Organizational culture has different facets and occurs on different levels.

Depending on the current value and norms of the organization, the culture is influenced by the behaviors of the current members of the organization.

The following questions might help to understand your prevailing corporate culture:

  • What is most and least important to our organization?
  • What do we perceive as good or bad?
  • How do we deal with mistakes?
  • How transparent is the communication in our organization?
  • How do we cope with new ideas?
  • How does the organization feel about change?
  • How dynamic and successful is the leadership in the organization?

It is important to know – there is no good or bad culture! The organizational culture is considered good when it best fits your organization´s circumstances and needs.

Influencers of organizational culture:

The most dominant influencer is leadership. Leadership demonstrates and defines which norms and values form the culture.

Culture is also influenced by factors e.g. industry, size of the organization, environment, location, organizational structure, processes, organizational philosophy and past history.

In today’s world, an additional dominant influencer is the diversification of national cultures.

Impact of organizational culture:

It is recommended to question each component of the organizational culture for the benefit of the organizational performance. This is especially recommended when major influencers of the organizational culture change. These might be change in leadership, strategic realignment or changes in market.

Your organizational culture is the cardinal point that touches your employees. It will also be the key for learn- and change agility, innovation and competitiveness.

culcha supports you in beneficially integrating all these effects, wanted and unwanted, into your organizational culture.

Leadership

culcha differentiates between leadership and management.

The roles and responsibilities of leadership are as multifaceted and diverse as an organization.

What makes a good leader and what are the associated responsibilities?

The culcha model does not exclude operational responsibilities in leadership.

One task of leadership is to provide the framework where employees can be motivated.

The other major task of leadership is to align the organization in a way, that enables them to achieve the strategic objectives.

In order to achieve these tasks, it takes more than knowledge about the organization. Excellent leadership requires the fundamental ability to understand people and successfully work with them as well as have a high level of self-awareness. Empathy will decide how good the common goals and change initiatives can be realized. This competence can be learned and developed.

Leadership is not something, that can only be learned in a training. It is more a continuous journey for the individual.

The innate and learned leadership traits and leadership practice will enable the organizational culture to allow creativity and innovation.

culcha can help you align leadership for the purpose of being a “learn and change agile” organization in order to achieve your current and future plans.

Change

One of the key roles of an organization is to make change successful and sustainable.

But why do so many change initiatives fail and are not sustainable and even result in the loss of good employees?

The reason is the people aspect is often neglected and does not get the attention that it requires.

Change can occur out of strategy, incrementally as an effect of actions, a reaction to market or completion or planned and anticipated.

From this, the execution of change needs different treatment that considers the entire organizational context.

Transformational change is characterized by the fact that strategy, system, processes and culture should be adjusted in accordance.

Strategy change is always accompanied by organizational changes which in return effects organizational culture.

There is no nostrum for change. Change is not a simple linear process.

Change should be proactive and not reactive.

culcha supports you in appraising and evaluating your change, finding and apply the relevant and right tools in order to successfully implement your change.

Our collaboration will always consider the entire context of your organization – employees, structure, strategy, leadership, resources and systems. It is understood, that relevant and transparent communication is an equal important aspect within every change process. With that all stakeholders receive information in a structured manner that is relevant for them.

With this your organization can develop to be learn- and change agile and to be ready for the next change.

“Be ready for your next change!”

Organizational culture is the shared norms, values and beliefs of a group of people, which influences the way they think, feel, and act towards others inside and outside the organization and the way in which they solve problems and reconcile dilemmas.

Darija Barrech, 2014

Leadership is an improvisational art.

Heifetz & Linsky, 2002

Change is a continuous process of confrontation, identification, evaluation and action.

Paton & McCalmen, 2008