Organizational culture
It is what happens when no one is watching. If that culture is not aligned with your strategy, no plan will work as it should.
Many organizations invest in strategy, technology, and processes and then wonder why results do not follow. The answer almost always involves culture. We work the gap between declared and lived culture because closing it is what makes everything else work.
Quantitative and qualitative cultural diagnosis Current culture report with findings and tensions Participatory values definition workshops Values translated into observable behaviors Transformation plan with milestones and owners Support for leaders as change agents 
Consumer goods Merger of two business units with different cultures and high internal tension.
Intervention:
Comparative cultural diagnosis, values alignment workshops, and change management program.
Result:
Conflicts between teams reduced by 40% in the first four months.
If something is not working in your organization and you are not sure why, the answer is probably in the culture. Let's talk.
A full diagnosis takes six to eight weeks. A transformation process with support can extend between six months and a year. Visible first results usually appear within the first ninety days if leaders are committed.
With diagnosis and quick wins that rebuild trust, then deeper work on values, behaviors, and leadership practices.
They are the main agents of change. Without leader modeling, any cultural initiative stalls.
Climate is how people feel today; culture is the deeper set of beliefs and behaviors that persist over time.
