- Leading manufacturer of flat carbon steel
- Approx. 25,000 employees
Details about the company
Diversified industrial group
Situation and challenge
Strategic further development and comprehensive cultural change
In addition to implementing an efficiency improvement program, it is important to make the company fit for the future. This includes implementing new management structures, developing and communicating a vision in the leadership team, establishing the necessary culture of success, and instigating a transformation throughout the Business Area.
Project
cetacea provides support with a team of several people on site over a period of 2 years
cetacea designs the entire change initiative and supports the Business Area through communication and change management, overseeing all the necessary steps and measures required for the transformation.
Result
Successful culture change and thriving atmosphere throughout the organization:
- Integration of the change program into the “strategic way forward” initiative of the group
- Development and roll-out of a clear vision in the management team
- Revitalization of the leadership team and establishment of a new corporate and leadership culture (high-performance culture)
- Implementation of the change process and culture change of the Business Area with the involvement of promoters and advocates
Procedure
cetacea takes responsibility for the two workstreams in close coordination with the strategy and communication departments: "Culture change" and "change communication".
The change program comprises three phases: Phase 1 orientation & establishment, phase 2 motivation & enablement, and phase 3 anchoring.
In phase 1, the first step is to take stock, which includes cross-departmental and cross-functional interviews to assess the current situation. This is followed by the development of a shared vision or long-term compass, which is then endorsed together with the top management. The existing programs and initiatives will be aligned with the vision, and the communication of the vision will begin, reaching out to all executives.
In phase 2, the focus is particularly on the executives. Through a cascading series of workshops, the role and significance of the vision will be communicated, action areas for achieving the vision will be identified and discussed, and change impulses will be defined. Comprehensive accompanying communication (vision page on the intranet, articles in the employee magazine, regular newsletters, etc.) will enable and mobilize all executives within the Business Area, strengthening their readiness for change.
In phase 3, all levels of management will be progressively involved in the further implementation of the vision and its integration into the daily work processes. In addition, the establishment of a change agent network will ensure the integration of the program in the respective areas and support the achievement of a comprehensive cultural transformation.
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Our customers and peers testify to our expertise
We are award-winning!
We have been voted one of the best consulting firms for change management transformation in Germany in the renowned consulting ranking of the business magazine "brandeins" five times in a row.
In addition, we have been consistently named "Top Consultant" for Change Management by FOCUS BUSINESS since 2021.
In each case, both consultants (peer-to-peer) and customers were interviewed.
Both surveys were open and unguided.
