All conflicts can be resolved
Culture change
When culture eats strategy for breakfast
Sometimes new knowledge, methods and tools are not enough, because it's the culture that needs to change. On average, it takes 18 months to change a culture, and the prerequisite for culture change is a clear process design and continuous training in "the new methods, tools and agreements". This doesn't mean that you can't make positive, visible and noticeable changes very quickly, but it does mean that if you want to make sure that these changes are permanent and become part of "this is how we do things without thinking about it", you need more than one theme day if you don't want to be back to square one six months later.
- From a 'talk about' to a 'talk to' culture.
- From "We may talk a bit harshly to each other, but it doesn't matter..." to "We talk to each other in a way that both old and new employees can feel comfortable with".
- From "Why aren't things under control here" to "I and we solve and take responsibility for the things we can solve ourselves".
- From "Management and employee agendas are fundamentally contradictory" to "Management and employees are united in ensuring that the core task is performed in the best possible way and in a way that supports well-being and the psychological work environment".
- From "Nothing seems to be done by management when there are conflicts" to "What management does when there are conflicts is clear and reasonable".
- From "A heavy-handed or conflict escalating approach in special citizen cases".
Why external help for culture change
Sometimes culture change in practice requires external help to support, facilitate, train or coach the process. As it is often management that will initially have to facilitate and drive a culture change process, it can be a good idea to use external help for time reasons alone to avoid overloading the management task or the manager.
In addition, there may be an element of the people who have directly or indirectly been involved in producing the culture to be changed may have blind spots that make it difficult to detect when their own or others' behavior and communication is actually helping to maintain the old culture.
This can mean that cultural change processes do not reach their goal or take unnecessarily long to complete, with unnecessarily high costs for the psychological work environment as well as for the organization's resources and efficiency.
We can help you with competence development, culture change and culture development that supports psychological safety, constructive collaboration and high well-being - and that works in your practice.
- Get started quickly when the need arises.
- With a voucher for our services, all you have to do is call and we'll get started.
- Read more about our voucher program here.
