Valuo Cultural Transformation

An organizational cultural transformation process seeks to integrate an organization’s culture and strategy.

Corporate culture and its impact on organizational performance, highlighting the importance of measuring and managing the work environment. It emphasizes that climate surveys are crucial tools for identifying areas for improvement, aligning departmental objectives, and fostering talent motivation and retention.

Furthermore, it underscores that a positive corporate culture, shaped by effective leadership and a commitment to diversity, equity, and inclusion (DEI), is critical to business success and productivity. Finally, the documents also address the phenomenon of resistance to change within organizations and the need for strategies to manage it in order to ensure a successful cultural transition.

Table of Contents:

1. What is an organization’s culture?
2. What is organizational cultural transformation?
3. Objectives of the process
4. How to carry out a transformation process
5. Do you want to transform your organization’s culture?

What is organizational culture?

An organization’s culture is the set of values, behaviors, and practices we observe on a daily basis. It’s something like the “personality” of the human system that is the organization. What is organizational cultural transformation?

Have you heard Peter Drucker’s phrase “culture eats strategy for breakfast“?

In our professional lives, we have seen many examples where a cultural change is necessary: ​​a team with a loosely aligned (not to say “toxic”) corporate work culture lacks cohesion, communication and relationships between people are neither useful nor nurturing, and the group does not work in a coordinated and effective manner in pursuit of a common purpose.

What is organizational cultural transformation?

Cultural transformation is a medium-term process that seeks to integrate an organization’s culture (the set of values ​​and practices) and strategy. In other words, it is the process of aligning Doing with the corporate Being.

“Today, how and who I am and what values ​​I represent are just as important as the quality of my products and services.“

An organization can only be transformed if the people within it transform and align their leadership style, behaviors, management decisions, and the organization’s processes and policies with the values ​​of the culture they wish to build.

Objectives of a cultural transformation process:

A corporate cultural transformation process seeks the following objectives:

Build a culture that goes hand in hand with and drives the strategy. Define the leadership style that responds to the new challenges and demands of different stakeholders. Increase people’s commitment to and identification with the organization’s values ​​and unite them around a common and meaningful project. Differentiate ourselves from our competition, beyond financial rewards: attract talent. Increase team performance.

How to carry out a cultural transformation in organizations?

We now know what it entails and what its objectives are. It’s time to talk about the method we use at VALUO DESARROLLO in an organizational culture transformation process.

We discuss three phases (3):

a. Cultural characterizations using Barrett Analytics tools (you can read more about Barrett’s Seven Levels of Awareness here). These tools make the current culture (set of values ​​and behaviors) and the culture required for the organization and/or teams tangible. The results highlight current strengths and limitations and indicate the aspects that need to be developed to unleash their full potential. In other words, they provide an evolutionary map for the organization’s culture.

b. Design a Cultural Transformation process. We facilitate reflection for the integration of the organization’s Strategy and Culture.

We design the architecture of the four alignment processes for cultural transformation:

• Define the organization’s Purpose.
• Define shared values.
• People and Leadership: Strengthen the coherence between people’s behaviors and decisions and declared values.
• Align the organization’s structure with the declared values ​​(review the structure, policies, and processes to ensure they foster the desired culture).

c. Coaching and Facilitation: Spaces for reflection and work to define the desired culture and its daily implementation.

Engagement processes with people: Strengthen their commitment and capacity for collective decision-making and action around the corporate purpose and the organization’s culture.

Working groups/team coaching to: reflect and create ideas on specific needs or issues; unify and harness energy for transformation. Individual and team coaching and ad hoc training as levers for transformation.

Are you interested?

At VALUO DESARROLLO, we support the entire cultural transformation process developed jointly with the client (Phases 1, 2, and 3).

We also carry out specific interventions in any of the three phases.

We can work both in person and online, depending on the type of intervention required.