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An effective 5-step consulting process

1
Set target

Define the target and plan the course of action.

2
MEASURE

Measure the current culture of your organisation through an online survey and/or interviews.

3
OPTIMAL CULTURE

Define the optimal culture for your organisation

4
GAP ANALYSIS

See whether your culture enables or hinders your strategy

5
IMPLEMENT CHANGE

Apply change tools:
Levers of Change ™
Executive Match 360 ™

Organisational culture, the crucial element in successful in

Merger and Acquisition

Mergers and Acquisitions are commonplace in modern global business. However, organisational culture is often overlooked in M&A processes despite it being a crucial element to success.

Every organisation has its own unique culture that develops and evolves over time. The combination of two unique organisational cultures is always a challenge. This is compounded by elements of national culture if organisations come from different countries.

We help organisations recognise the potential strengths of their common organisational practices and understand the benefits of the national cultures of their personnel.

Organisational culture must be taken into consideration if the M&A process is to be successful.

A structured approach to measure, understand, and shape your organisational culture

Change management

Change management (CM) focuses on how people and teams are affected by organisational transition.

Organisational culture plays a significant role in change management. Organisations with highly engaged employees and open and effective internal communication are more likely to succeed in their change management initiatives. We help you to:

  • Measure your organisational culture (OC scan) and define your optimal culture
  • Shape your organisational culture
  • Understand how your organisation culture helps or hinders you to implement your new strategy/new performance management/IT/HR system
  • Understand the importance of the role of your leadership team in organisational change. Organisational change is impossible without leadership buy-in. (Executive Match)
  • Plan and implement change by working closely with you throughout the process (Change Levers) so that the process of change is as effective and streamlined as possible.

Research-backed

Multi-Focus Model

We define Organisational Culture as the way in which the members of an organisation relate to each other, their work and the outside world in comparison to other organisations. Your organisational culture can enable or hinder your strategy.

The Hofstede Multi-Focus Model on Organisational Culture is a strategic tool aimed at helping organisations to have a functional culture

It consists of eight dimensions:
D1     Means-oriented vs. goal-oriented
D2     Internally driven vs. externally driven
D3     Easy-going work discipline vs. strict work discipline
D4     Local vs. professional
D5     Open system vs. closed system
D6     Employee-oriented vs. work-oriented
D7     Degree of acceptance of leadership style
D8     Degree of identification with your organisation

Learn more about the organisational culture model with our application:
https://geert-hofstede.com/culture-and-strategy.html