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CHALLENGES

The Culture Hurdle

Organizational cultures are often shaped by historical systems and outdated thinking. When innovation, inclusivity or engagement is below what we desire, we need to review our culture and its architecture.

Some of Our Clients

Why Do Organizational Cultures Fail?

Even the most successful cultures that champion freedom of thought or inclusivity can fall into the grip of unseen influences:

 

  • Short-termism that creates unsustainable results
  • Untested assumptions that lead to unintended destinations
  • An engagement with the means without challenging the ends

Every Leader Knows Their Organization Needs to Evolve

But you might not know how to make it happen. Depending on the development stage of your organization, you might need greater stability and predictability, higher performing teams, more sustainable ways of working, or reimagined structures that enable distributed decision-making and greater innovation.

 

Eventually every organization’s culture must shift if it is going to create the right outcomes over the long term, delivering on strategy and building a good legacy.

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How We Help You Start the Journey

It’s not always easy to diagnose what your organization needs internally. Through conversations with your leadership team, we get to know your purpose, your culture, your strategy, your mission – and we sift through what is really at stake.

 

Through surveys, focus groups and other means we also go beyond the boardroom to understand perspectives and perception at all levels of your organization.

 

We then combine top-down and bottom-up information to provide an initial understanding of the status quo. Which we then reflect back to you… and the journey begins.

How to Foster Change in Organizational Culture

The Cognitive Dissonance Block

There is often a gap between the organizational culture leaders say they have, and the culture that actually exists on a measurable level. Before you can see meaningful culture change, you must have an honest and accurate assessment of your current reality. 

The Cultural Design Block

Unless the blueprint of a cultural shift is co-designed by your people and supported by revised systems on performance, reward and development, there will be a limit to how deep the change will go, and how long it will live.

The Wider Systems Block

If people are going to inspire relationally, lead with agility, and hold multiple perspectives in balance to make better decisions, they need an organization-wide shift that supports, values and rewards this type of leadership.

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“Othering” and the impact on teams and organizations

Christian Scholtes, TPCL Global Chair and the partner from the TPCL Romanian office, delves into the complex and often overlooked phenomenon of “Othering” and its profound impact on teams and

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Listening to the quietest voice in the room. A conversation with Rob Shaw, Leading in Operations Programme Manager at BP. EP #10

“… I think for me when you’ve got a team, first of all, you have to have a very, very clear purpose to the team. Why does this team exist?

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Partner with TPCL

Our interventions are part of a whole-business approach that helps you deliver on your organizational strategy. Starting from the inside out, our approach is measured, experiential, and sustainable.
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Stories of Impact

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