Organizational culture plays a significant role in helping businesses master the challenges of frequent and successful change. A strong and adaptive culture can create an environment where change is not just tolerated but embraced as an opportunity for growth and innovation.

Culture is always determined by the way collaboration and influence take place, by the organizational leadership structure and process organization, by the way control systems affect the organization, by narratives and stories that reflect an organization’s identity, and finally, by rituals and routines. I examine the aspects of culture as it currently exists and bring them into a relationship with a culture as it should be and can be elaborated and described in essential core sentences.

Digital transformation is often managed according to the cultural patterns of the past – leading to a high cognitive load as people or teams try to cover many responsibilities and domains. In turn, I help to create a culture where employees can support themselves and leverage the organization’s tools and resources, receive recognition for their efforts, and feel part of a value-creating organization that provides remarkable solutions to create and increase business value.

It’s important to note that building and maintaining a culture that supports change is an ongoing effort. Change can be disruptive and challenging, and resistance may still arise. However, a culture that embraces change as a natural part of the business landscape will be better equipped to navigate these challenges and ultimately thrive in dynamic environments.