Cultural transformation
Culture isn’t some vague concept—it shows up in behavior.
How people interact, make decisions, and collaborate forms the heart of your organizational culture.
Behavior as a mirror of the organization
Shared norms and values shape what gets prioritized and what’s considered acceptable or not. Still, cultural transformation is often treated like a top-down program, a series of initiatives rolled out in the hope that everything will magically improve. But that’s not how cultural transformation works. It’s a continuous process. It starts with an honest look at what’s happening now—without judgment—and a shared conversation about what’s needed to move forward. What do you want to keep, and what’s ready to be let go?
As a systemic coach, I explore the dynamics and patterns that shape your culture. With a phenomenological lens, I look at who and what influences the current culture and what’s needed to create meaningful and deep transformation. You can only design lasting transformation once you understand what’s holding the current culture in place. Culture can’t be forced—it’s something you live and experience together.
When is it time to focus on culture?
Cultural transformation isn’t a goal in itself—it’s a way to strengthen your organization, making it more resilient and successful.
If any of the following are consistently present and holding the organization back, it’s time to take a closer look at your culture:
-
Behavior doesn’t match strategy:
there’s a disconnect between the organization’s goals and how people actually work. -
Silos and fragmentation:
teams operate separately, leading to poor collaboration and weak results. -
Resistance to change:
old patterns keep pulling the organization back and stalling growth. -
Low engagement or motivation:
employees don’t feel connected to the mission or values. -
The organization is growing or shrinking:
rapid changes in size require a reset in norms, values, and behaviors.
In all of these cases, it ultimately comes down to behavior. What’s happening now? What needs to move past existing patterns? And how can we create an environment where people are genuinely engaged in that change?
Contact
Need advice or support in your organization?
Get in touch with Bon! Find out how I can help you transform your organization
My approach – systemic and hands-on
My approach combines insight with action. Looking through a systemic lens means we go beyond the surface problems and explore the context and patterns behind them. It’s not just about the here and now—history and external factors also play a big role.
1. Mapping the current culture
We start with a deep dive into what the culture looks like today. This includes:
- Observing behavioral patterns - what unwritten rules and norms are driving behavior? And more importantly: why is this the current behavior (what does it solve or empower)?
- Engage employees - what do they experience as helpful or limiting? What’s keeping things the way they are?
- Explore systemic dynamics - what influences from the past still shape the present?
- Identifying core values - what values are reflected in actual behavior?
- Looking at leadership and structure - how are roles, responsibilities, and decision-making organized? And how does that impact culture and behavior?
2. Defining the desired culture
Next, we define the desired culture that fits your mission, vision, and strategy—not just on paper, but in everyday actions. What does it look and feel like when culture is aligned with your purpose?
3. Action plan
We create a practical plan to close the gap between current and desired culture. A big part of the shift already starts during the diagnostic phase—just by creating awareness and identifying the factors that is holding the organization back. Every plan is tailored to your organization and includes steps like:
- Coaching for leaders
- Team dialogues
- Interactive workshops
- Redesigning processes to better support the desired culture
4. Reflection and reinforcement
Transformation takes time and is much more a process than an action plan. We regularly reflect on what’s working and where adjustments are needed. Together we ensure that the new culture doesn’t just show up on posters—but becomes part of daily life.
The power of a systemic perspective
Cultural transformation goes beyond surface-level behavior. By exploring all the factors that influence behavior—past, present, patterns, structures, systems—we can create a strategy for building a healthy and sustainable culture.
Successful culture change delivers more than a better work environment. It strengthens the organization as a whole. Think more engagement, better collaboration, higher productivity and more flexibility and resilience.
The impact of transformation
A successful cultural shift brings much more than a better work environment. It strengthens the entire organization. Expect:
- Higher engagement
- Smoother collaboration
- Increased productivity
- More flexibility and resilience
Curious about what’s really going on in your organization?
Cultural transformation isn’t a quick fix—it requires insight, engagement, and action. When we include a wider perspective, we can define next steps. Want to explore how to transform or strengthen your company culture? Reach out and let’s explore. No pressure—just clarity and a practical path forward.
Looking beyond culture? Discover how culture transformation can be part of broader organizational development.
Frequently asked questions about culture change
Why does cultural transformation often trigger resistance—and how do you overcome it?
Cultural transformation can feel personal. It implies that something isn’t working, and it touches deep-rooted beliefs and patterns that are often reinforced by systems and structures. That’s what makes change hard.
To break through resistance, start by understanding what’s keeping the current culture in place. That means involving employees, creating room to explore what works and what doesn’t. A systemic approach creates awareness and opens the door for real buy-in and movement.
How do you keep employees engaged in a cultural transformation process?
Having a genuine conversation where you listen (and not try to fix stuff) is a good start. What do employees experience in the current culture? What’s blocking them—and what would help them move forward?
Real engagement goes beyond communication. It means giving people a voice, helping them understand how their own behavior shapes the culture, and involving them in making change happen.
Workshops, team sessions, and real dialogue help people feel the need for change—and get inspired to contribute.
How do you know if the desired transformation is working?
You’ll see it in daily behavior. People collaborate in ways that feel natural and aligned with your vision. You’ll notice better communication, less resistance, and more engagement. To make the new culture stick, it’s key to keep up awareness. Use tools like observation, feedback, employee surveys, and performance metrics.
Leadership plays a central role—how they show up, communicate, and reinforce new behaviors is crucial.
Cultural transformation is never “done.” It’s an ongoing process of reinforcing, adjusting, and modeling the way forward.
