Services - Ethical Operational Culture

Every organisation strives towards the attainment of its goals. For some this seems easy and leads to success while others face a seemingly constant struggle. We help our clients to improve their leadership practice, competences and capacities, to clarify operations and processes, and to excel in both productivity and well-being. We also offer tools to measure, lead and develop organisational culture.

Values As The Basis For Action

Now is the time for a renaissance of values. People are searching for purpose and meaning in their work. In the midst of constant hassle, time performance pressure, we all long for solid ground for what we are doing, something we can rely on.

Values are the foundation of an organisational culture. At best they steer leadership and all our everyday work in a flexible, adjustable and meaningful way. Unnecessary rules can be put aside. Shared values ease collaboration and make it easier to foresee future trends and events.


Code of Conduct

The organisation’s means of achieving its objectives are curtailed by laws and regulations. In addition to the external constraints of the organisation it is necessary for it to align itself with its own ethical principles. Ethical principles should be such that they safeguard the realisation of strategic objectives, taking into account both internal and external expectations: "Why and on which specific issues should our business ethics be ensured and strengthened?"


Effective And Efficient Operational Culture – Lean

In a nutshell, lean operational culture is concerned with maximising the production of value while minimising waste, thereby creating more for less for the customer. What is special about this way of thinking is the fact that the purpose is not to achieve productivity improvements by making people work faster, but rather to find ways and means to work smarter and to waste less time and effort. The essence of lean is in operational culture, in which the workload, the effectiveness of processes and inefficiencies are discussed openly, and developed incessantly.


Bold And Responsible Management

Ethical and energetic leadership development stems from the everyday experience of leaders and managers; from successes to less glamorous commonplace situations, which the leaders wish to share and where they seek new solutions. Solutions based on the organisation’s values streamline the organisation. These can be identified through the means of moral imagination.


The Development Of Teams

A new team needs to ‘get into gear’ quickly while even old teams sometimes require some freshening up. Every team needs regular debates on the justification for its existence. Discussion on the strategic purpose of work is important, as is the feeling that every member is a valuable part of the whole.  Team coaching supports the team (i.e. development, account or project team) and its members to utilise its potential better than before and meet its goals.


Strategic Measurement Of Organisational Culture

Hofstede - Strategic Measurement of Organisational Culture

Creating a new strategy often requires a change in corporate culture. There is, in itself, no good or bad organisational culture, rather the value of organisational culture lies in its ability to support the attainment of strategic objectives

Studies have shown that only about 10% of strategies are successful in terms of being implemented as intended. If you feel that despite your best efforts, your strategies forever remain only half-accomplished, or that changes are implemented only partially, it may be advantageous to assess your organisational culture.


Corporate Ethical Virtues

The ethical culture of an organisation has been proven to strengthen e.g. innovativity. The development of an ethical culture begins by identifying the factors and policies that either promote or impede the ethically sound activities of an organisation. The identification of risks is supported by the Corporate Ethical Virtues indicator, an instrument developed by Professor Muel Kaptein. CEV is an ideal tool for the senior management of an organisation, HRD, as well as for the internal audit and those responsible for the evaluation and development of the Code of Conduct.



Risk of misconduct is always present in business operations. To discover problems and take action, it is important to offer as many channels as possible for raising flags.

A whistleblowing channel that makes it possible to tackle problems would be important for all companies or other organisations that are interested in risk management and operating ethics.