Culture Management

Balance of Diversity and Unity

We love working with and on culture. It is crucial to the success of business models.

Every conversation with a colleague, every discussion in the team, every promotion meeting between a manager and his employees, every discussion between key account managers and decisive customers, expresses the culture audibly and visibly. 


The development of a cultural DNA is an evolutionary process, which even we cannot accelerate at will, but which we can make more efficient and faster through our expertise in organizational and individual psychology. We recognize what stops or strengthens managers and employees to support the company’s goals with motivation and passion.

With a systemic view, we see the big picture and in a nurturing, caring, but challenging way each employee and staff member.


After VUCA comes BANI

The overwhelming demands of the VUCA environment (volatility, uncertainty, complexity, and ambiguity) will not decrease, but increase, even with the new BANI (brittle, anxious, non-linear, incomprehensible) lens on business situations.

BANI can only be mastered and managed in a mutually motivating way with collective intelligence.


You have a business strategy. Do you also have a cultural strategy?

For the leadership team, this means a very conscious shaping of culture as an essential part of your leadership task. Special care is taken in formulating the business strategy. A separate consulting arm supports this task.


We are experienced guides and process facilitators for the further development of a culture strategy with a clear 3-phase process, which is controlled by a dashboard and KPI’s/ OKR’s.

Diagnosis – Measures – Implementation: Your culture in the development process

We help restore or develop a productive culture.

Project Management:
Support of the internal project team in the design, coordination, diagnosis and implementation phases.

Measures to align the Leadership Team on the topic of culture:
Development of a congruent view and behavior of culture in the leadership team, joint commitment and provision of resources.

Diagnosis – Where do we stand with our culture:
Use of instruments such as ECHO Report (interviews and online surveys), differentiated employee satisfaction surveys, culture radar.

Integration of middle management and all employees:
Active involvement and participation of different decision-making levels in order to integrate ownership, empowerment and agility into everyday work.

Behavior change interventions and competency development:
Becoming aware of and practicing effective togetherness, conflict communication, exerting influence without power, personal strategies for mindfulness and appreciative, integrating interaction.

Collegial Advice:
Learning with and from each other, measures to sustainably improve cooperation across organizational units, use of group intelligence.

Measures to safeguard corporate health:
Creation of measures to improve the balance between presence work/virtual work and free time.

Clients appreciate:

Process reliability, pragmatic methods, empathy for all parties involvedand our consultants with their individual personalities.