CUSTOMER CASE
TEAM DEVELOPMENT
The individuals in the management team had problems collaborating with each other. This led to conflicts in the group and difficulties in both making important decisions and implementing strategic activities.
After one year, the follow-up measurement yielded astonishing results! The group’s Cultural Entropy® (energy leakage in a group) had dropped from the very high 33% all the way down to an incredibly low 6%!
The team now had a common language to address “invisible” issues and could more easily address emerging conflicts. Interest from the rest of the organization grew rapidly.
The results of these dramatic changes have later been evident in many ways, both within the group and throughout the organization. Operating profit was at a record high. More cultural initiatives were also started in other countries thanks to the rapid development of the team’s leadership and culture.
ORGANIZATIONAL DEVELOPMENT
The board wanted to increase the company´s profitability. They wanted to reduce high staff turnover as this affected their turnover.
The cooperation between their two business areas were very limited, which meant that they missed out on added value and sales within the group. They couldn´t either jointly develop the internal overall company culture, which was the basis of their brand that they were successful in communicating externally.
After 18 months, the company saw:
LEADERSHIP DEVELOPMENT
The work on the structural change within the global organization was long and required a lot of energy and time from the organization's loyal employees.
After two years, there was a great need to work on the more human and emotional aspect of their reality. This was to give the employees more sense of meaning, and contact with the business goals.
Through the cultural values measurement carried out, it proved that through the CLP program it was visible that they could proactively shape their comapny´s culture by consciously work with it, among other things by eliminating limiting values (Cultural Entropy®) and promoting desired values!
TEAM DEVELOPMENT
There were great emotional tensions between the individuals in the international and executive management team. The new organizational structure together with the high pace of implementation, as well as differences in leadership styles, became too big a task to solve for the group.
The actions from the values assessment made it clear to the group what to focus on, and also put the right questions on the table to work on further.
The group created many good and deep dialogues and discussions where they now were able to highlight much of what they felt but had not had time to neither reflect or discuss before.
Thanks to this, the group came up with many good ideas and activities that they began to implement in the team and throughout the organization.
