Cultural Transformation
We support you in clearly aligning cultural change - from strategy to architecture to implementation. With a clear framework for action and co-creative processes, you create trust, orientation and sustainable change.
In a complex, dynamic world, professionally managed transformation is becoming a key competence. Together, we develop the right framework to change your corporate culture in a targeted manner - systematically, results-oriented and with a tangible impact.
Our path to implementing a transformation process
A customer statement on the topic of transformation
What should you do?
If you work as a board member of a very successful company, but you already know that the current management culture will not be enough to successfully solve the tasks of the future or to assert yourself as No. 1 in the global market.
From here, of course, there are many ways forward.
We opted for the Transformation Management team under the leadership of Prof. Graf because we already had a very good working relationship in the area of talent management and this is actually the basis for a good and sustainable management culture.
We needed something that would quickly show us the current patterns of behavior and hold up a mirror to us. At the same time, we wanted to show how effective new and different behavioral patterns of managers are in order to significantly increase our performance. We developed this together on the basis of the "LMC- Future Mind" and applied it to all global managers.
This is only possible if you as a board member want the changes yourself and are aware that you were and are part of the past culture. This requires courage and a certain willingness to take risks, as the outcome cannot be predicted in advance.
For us, it was and is the right tool to start a paradigm shift in the management culture. Based on defined leadership competencies that are important for our company and that lead the organization to peak performance, all managers in the LMC were classified and evaluated according to their competencies and analyzed in feedback meetings with the manager. The aim was not to tell each individual how good or bad they are, but rather what support programs we need to offer as a company in order to develop our managers accordingly. This became part of the employee dialog and thus creates sustainability.
Independent focus groups with key topics have been formed from the LMC, mentors with international networks have been developed and the social core process is increasingly at the forefront of daily collaboration. Trust, openness and entrepreneurial freedom play a major role within the Group's framework conditions. We want entrepreneurs in the company with strong decentralized leadership.
What I and every manager have had to learn is that it is not a quick process. Cultural change takes as long as you have lived it in the past on the timeline.
The sustainability of this "LMC- Future Mind" process with professional support is crucial!
We have found this in Prof. Graf and the "Transformation Management St. Gallen" team as absolute specialists for cultural change in companies.
Many thanks again for the great support!
We accompany you
clear - inspiring - effective
Together, we will find the optimal approach and the right pace to anchor the key topics in organizations in the long term.
