Working with values and culture is about something big and long-term, it is about changing people's hidden beliefs, attitudes and habits. It requires clear methods and a lot of patience.
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Implementing a cultural change is not done swiftly, but it requires some work. To succeed, we must first define what a culture is. Sometimes it is called organizational culture, workplace culture or corporate culture and often the culture is defined by creating common values that result in behavioral patterns that have been strengthened or weakened over a long period of time.
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Values are something that defines the corporate culture and is something that the company believes in and thinks is important. The values are meant to function as guiding lights in everyday life. Working with values and culture is about something big and long-term, it is about impacting people’s hidden beliefs, attitudes and habits. It requires clear methods and a lot of patience.
Well, things will slow down and the costs, often hidden, will increase. Trust is not just a soft and good quality for people to have. Rather, trust is a pragmatic, hard, economical and actionable asset that you can also create in a company. There are many strong cases of how trust and cultural change create great added value for companies.
Teams and organizations that have a high level of trust surpass teams and organizations with a low level of trust. This has been proven in dozens of studies, in a variety of industries and sectors. In cases where confidence is low, work to create a cultural change may be in order.
To create cultural change and high trust through commitment and cooperation.
To increase speed and reduce costs throughout the company.
To develop high performance and innovative teams that take responsibility for their results.
Transforming good managers into great leaders.
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