We have found that most companies can be classified according to one of six key base cultures that characterize their various units to a greater or lesser degree. These different cultures - team culture, power culture, hierarchy culture, patriarchy culture, bureaucracy culture and consensus culture - form the basis of our change projects. We use specially developed tools to analyze the culture in your organization. We then derive a strategy for a change process that fits your organization perfectly, ensuring quick and certain success.

Further studies have revealed that:
 
1. Although a company may exhibit elements of several cultures, there is almost always one, or at most two, dominating cultures.
 
2. Some large organizations may have different (and possibly hybrid) cultures. Ensuring success in these cases requires a different set of approaches and attitudes, especially at the interfaces between the various cultures. This is particularly important for project teams that rely on the support of the operations departments. In a team culture, for example, a team member who is abrupt and demanding could adversely affect teamwork, while such an attitude is practically indispensable in a power culture.
 
3. Within a given base culture, changes can be implemented very quickly and efficiently. Changing the base culture itself, however, usually takes years, and even then, top management must clearly communicate its full and unconditional support if the change is to succeed.
 
This is one of our core areas of expertise and an Munich Leadership Group success model. If you would like to know more, please contact us directly to discuss our key findings and potential applications for your specific situation.