Often overlooked or deemed “too sensitive” culture canaries are those employees who could be great pulse takers in your organisation.
Masculine values are central to many things in business, but not for innovation where feminine values are critical. If only there was a simple way to get more of them… Oh, wait.
Using mentoring to overcome the culture shift challenges of mergers and acquisitions.
Too often HR activities are viewed as gentle and somehow lame endeavors that one should tolerate. They are part of the package when you work for a big corporation. That’s very understandable: how often does the HR strategic role comes into play into your company?
Having an Innovation or Digital VP in is always a good sign that the company doesn’t care enough to invest deeply the subject. Someone eventually ends up in charge because the board passed the hot potatoe to her. But for corporate culture, that might actually be a good idea…
From birth to old age, the company culture is not embedded in the same way. Hence it is essential to take a differentiated approach to corporate culture change.
Avoiding the usual pitfalls of culture change means focusing on coherence and meaning.
Companies are making many different attempts to change their cultures as they realise that it has become critical if they want to survive in their rapidly evolving markets.
Avoiding being « uberised », innovating like startups in large rigid structures, helping employees regain creativity, exploring new business models… are the issues we see our clients confronted by everyday.