Where there is more than one person, culture is decisive.

The continuity of change determines our thoughts and actions. Consciously shaping the structure of a company, the culture of an organisation, that’s the most efficient agent of change. Because this culture determines how employees act or don’t act, how they communicate or don’t, how they think or don’t think.

Every corporate culture is complex and difficile and at the same time, it is almost completely hidden. In the analogy of an iceberg: 10% is above the sea surface, 90% is invisible. Using organisational culture analysis, we make the entire iceberg visible and shapeable. That’s making the difference.

Visionen Entwickeln

Developing visions. Accomplishing missions. Together rather than alone.

As trained social anthropologists, the founders of p4dare experts in culture. And all our partners, associates and employees have their own particular professional and university background, too. They are experiences companions when it comes to aligning groups and systems with a goal, achieving this goal together, pulling together and not losing sight of the right direction. It’s what we call target-oriented awareness.

When we have completed our assignment, your team will define, head for and reach targets based on a common and conscious culture. It’s as simple as that.

This is what you want to do, isn’t it?

  • Strengthening and leading your team, your organisation, your unit
  • Designing innovative projects and developing new ideas
  • Shaping change processes effectively, right from the outset
  • Operating successfully, across and beyond departmental and system boundaries
  • Meeting targets with the right strategy and everyone’s full commitment
  • Building up and developing leadership skills

This is what you expect, isn’t it?

  • A process facilitation, thinking ahead and one step further
  • A sparring partner for reflection and analysis
  • Plain support in order to get all stakeholders on board
  • A bridge-builder between apparently irreconcilable opposites
  • Solutions for mandatory implementation on employee level
  • Events that bring real change – rituals to be implemented, initiations of learning processes and event management all included

This is what you need, isn’t it?

  • Leeway for an optimal development of ideas
  • A change of perspective, for turning barriers into opportunities
  • Full utilisation of your team’s potential
  • Use of groups’ and teams’ intelligence for new ideas and innovative solutions
  • Development of measures that are specific and immediately implementable
  • Evaluation, securing results and follow-up processes

 

Organisationskultur

Thoughts are the beginning of action. Ideas the beginning of innovation.

  • We explore working and organisational culture. We summarise all our discoveries and perceptions in custom-made studies and generate awareness for it. It’s what we call organisational anthropology.
  • In order to incorporate knowledge, we actively involve managers and employees in the exploration and analysis of organisational culture – with qualitative impact analyses and action research.
  • We make use of Theory U and approaches of systemic organisational development as the basis of our work.
  • We use insight from the group dynamics specifically for the creation of common processes and team development as well as discovering experiential learning as a method for self-awareness.
  • We facilitate dialoguesas a basis for comprehension, understanding and change.
  • We set up events as participation formats in order to make real use of the potential of groups.
Digitaler Wandel

Identifying trends. Anticipating ways. Creating the future.

It is our job to bring organisations and businesses into shape for the future. Therefore, we need to identify trends and evaluate their significance for our customers properly. It is your job to activate change processes, acting today to not have to react tomorrow.

 

10 mega trends that are going to change our world.

1. progressive globalisation
2. digitalisation of knowledge society
3. climate change and energy revolution
4. demographic change
5. political and economic upheavals
6. progresses in matters of health and aging
7. flows of a new mass migration
8. urbanisation of the world
9. increasing global risk density
10. changes in media, mobility and logistics

 

5 consequences for the working world:

  • work and working concepts will change
  • people and their needs are in a state of flux
  • the line between work and leisure time will become blurred
  • organisations will become more fluid
  • busines models will transform