Welcome to Culture Players.

Change Studio
for holistic
transformation.

Culture Players guides corporate and individual transformation, sets the right impulses for future-oriented change, and empowers people to explore new paths. We inspire individuals and organizations to see change as an opportunity and to set out for new horizons.

The rules determine the game

Every company and market environment has its own rules, making every project unique. If you don’t understand these rules, you can’t play by them — let alone redefine them.

Our holistic consulting approach provides a framework for navigating through complex change processes with a clear focus, while also allowing enough freedom to react to anything unexpected with creativity and ease. In this way, we support leaders and organizations that strive to be the best version of themselves.

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It’s about people

We believe that strong, authentic relationships and personal commitment are the key drivers of lasting change. Openness, trust, respect, and a genuine interest in others are core values that guide our work.

Our Expertise

C-LEVEL POSITIONING

Designing and implementing executive brands internally and externally.
TRANSFORMATION PROGRAMS

Customized change programs that transform culture and deliver business results.
LEADERSHIP AND TEAM PERFORMANCE

Potential-oriented development of leaders and leadership teams to achieve change success.
IDENTITY DEVELOPMENT

Development of a new self-image on a personal, divisional and corporate level.
MARKET-DRIVEN ORGANIZATIONS

Design and implementation of market- and people-oriented organizations.
HOLISTIC CHANGE COMMUNICATIONS

Inspiring communication concepts that enable a new culture to become real and effective.

Our Projects

Case 1

Positioning of a newly elected board member in a publicly listed medium-sized company in the IT industry.

Challenge

From a clear understanding of culture and leadership to an authentically lived leadership image.

Board team finds itself in a new constellation and with new departmental assignments
Internal promotion to the board: How can you redefine and reposition yourself while remaining true to yourself?
Understanding and evaluating the expectations of board members from all stakeholders (supervisory board, shareholders, customers, employees) and finding your own authentic way of dealing with them
Developing your own standing in the area of tension between previous management culture and cooperative self-image

Our approach

Mapping an authentic understanding of leadership: What does the role need? What is attributed to it? Was wird ihr zugeschrieben? Who am I and where do I stand?
Who am I and where do I stand?
Developing an awareness of one’s own understanding of leadership and actively embodying that understanding of leadership.
A cultural journey from the previous understanding of leadership to the present and future: Gaining understanding and awareness for the dynamics and behaviors of the organization and actively managing them.

Results

Clarity about one’s own understanding of leadership and the interaction within the executive team.
On the basis of the newly acquired self-understanding: continuous, confident cultural change at all levels, supported by programmatic approaches.
The courage to break with conformity: deciding when it is okay to fulfill role expectations and when it is not.
Practical operationalization and implementation of the positioning: e.g. content strategy of social media channels.

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Case 2

Transformation of a central division with around 50 operational and strategic employees.

Challenge

From lethargy, a lack of performance orientation, a management style characterized by fear and pressure, and a lack of appreciation, to a strong team with a positive, performance-oriented culture.

Our approach

Intensive work on cultural rules and protective mechanisms with top management, within the management team and with all employees; conscious pattern breaks and regular performance meetings under the principle of maximum involvement.

Results

Improvement after 9 months in elementary parameters, measured by customer-internal survey

Open feedback culture +45 %
Basic trust in management team +43 %
Appreciation and recognition of one’s own work performance +37%
Dealing with mistakes in a fair, objective and open manner +54%
Dealing with all employees in a fair and equal manner +56%

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Case 3

Increasing the leadership and team performance of a 20-person management team.

Challenge

From very good individual players to a high-performing management team.

Management team without a common understanding of leadership, pursuing the goals of their own team but not those of the department or the entire division
Lack of awareness of their own contribution to customer experience and alignment to it
Unspoken conflicts in the leadership team and hidden resistance
Performance metrics based on past performance rather than current market competitive conditions – continuous improvement is seen as an attack on the work done

Our approach

Clear positioning of the top manager and his vision and understanding of leadership
Appreciation of what has been achieved in order to develop a positive understanding of continuous improvement
Regular in-depth leadership workshops, dealing with one’s own belief patterns, resistance and its effect on employees, interfaces and results
1:1 talks and sparring sessions to assess and develop individual perspectives
Negotiating a common understanding of leadership

Results

Establishment of common goals at the departmental level
Significant improvement of strength of leadership, confident handling of the change
More pride in shared success and joy in work
Higher quality of talks and discussions
Business impact: Proven increase in productivity
Clear positioning of the division and improved standing of the managers within the division and the group

Welcome to Culture Players.

Change Studiofor holistictransformation.

The rules determine the game

It’s about people

Our Expertise

C-LEVEL POSITIONING

TRANSFORMATION PROGRAMS

LEADERSHIP AND TEAM PERFORMANCE

IDENTITY DEVELOPMENT

MARKET-DRIVEN ORGANIZATIONS

HOLISTIC CHANGE COMMUNICATIONS

Our Projects

Case 1

Challenge

Our approach

Results

WANT TO EXPLORE THE IMPACT OF OUR WORK?

Case 2

Challenge

Our approach

Results

WANT TO EXPLORE THE IMPACT OF OUR WORK?

Case 3

Challenge

Our approach

Results

WANT TO EXPLORE THE IMPACT OF OUR WORK?

Reaching new horizons.

Change Studio
for holistic
transformation.