Why don't you start by taking stock of your corporate culture? What is its clarity, its strength, its degree of use? To what extent is it lived as a reality? Are there any major inconsistencies that need to be corrected as a priority?
This can take the form of a simple survey of your teams, a day of taking stock of the Comex, a diagnosis or a more in-depth audit.
It can also involve comparing corporate cultures, for example in the context of an acquisition.
Or to make a diagnosis of the company's ability to develop.
Provides an objective view of the existing corporate culture through a survey:
Corporate culture is the rules of the game!
Each of its components must be defined: values, purpose, vision, ambition, value proposition, organizational principles, corporate personality...by creating a global "culture map" or by identifying the missing components (below).
Then it is necessary to materialize them in an explicit way with a manifesto, a culture book, rituals, symbols, etc...
Finally, it is also a good idea to think about the management of corporate culture: Who is working on it? How is this done? Who decides? When and how to make it evolve? For example, with a Chief Cultural Officer and a culture team.
The Harmonists provide executive, organizational or team coaching to facilitate stepping back, making decisions, taking on new functions or setting in motion.
They help you face your major challenges, such as those related to employee career paths, customer attractiveness, organizational growth, successful transformations and financial operations, international tentions, etc.
By taking corporate culture as a guide, these issues will be more easily resolved.
We like to lead seminars around themes related to corporate culture, which are a source of cohesion and generate great team dynamics.
To ensure that the corporate culture is well anchored, teams need to be trained to use it as a reference point on a daily basis, and managers need to be trained to set up a clear framework and to manage through meaning and values.
We are also often asked to provide training in soft skills and responsible finance.
Our services are aimed at all organizations that wish to develop in a harmonious and coherent way.
Whether you are a SME, start-up, large group or association, and whatever your sector of activity, if you wish to differentiate yourself,
to radiate, to attract, to develop while keeping your soul, then let's meet.
Knowing who you are is an essential and a prerequisite to be able to move forward and grow. Then the rule is coherence from beginning to end, otherwise it can't work.
says Laetitia Bonnefoy (HR Director of Leboncoin)
What do you think about this?