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!1
Help you leverage from the Cultural Diversity
Gugin
How to maintain and develop the corporate
core values in a family owned company
going global.
Gugin - www.gugin.com - gugin@gugin.com


Whyis
Culture
important?
!2
Did you know that your corporate culture is
the most important factor for your organisation
to succeed when going through a turbulent
time?
Research shows that companies with a strong
corporate culture easier gets through mergers,
acquisitions, cost cuttings and structural changes than
other companies.
This presentation is about how Gugin can help you
develop that strong corporate culture that makes you
successful even in difficult times.
Gugin - www.gugin.com - gugin@gugin.com


!3
Anyonecan
copyyour
productbutno
onecancopy
yourculture
This is why you need to focus on your
corporate culture
The corporate culture of your company is essential
for your company’s performance and ability to
change.
A strong corporate culture:
1. Carries the true values of your
organisation.
2. Prevents your best people from leaving on
a rainy day.
3. Saves you a lot of money.
4. Is a cornerstone in your branding.
5. Enables you to change your organisation
without loosing momentum
Gugin - www.gugin.com - gugin@gugin.com


!4
COMPANYThe leader of modern
Lorem ipsum dolor sit amet,
curabitur quam quia. Ipsum dapibus
risus, est malesuada tellus
maecenas turpis nisl, mi aliquam.
Sem eu mus volutpat quis sem.Vel
fusce magna ac, metus vel ornare
culpa lorem egestas, et nulla urna
pellentesque.Auctor tempor nec.
Sem eu mus volutpat quis sem
libero, eget odio wisi hendrerit
hymenaeos scelerisque, venenatis
aenean a volutpat volutpat nullam.
Proin dictumst volutpat est vel elit
metus, in a, posuere faucibus
rhoncus bibendum facilisi nam,
lacus nibh montes id feugiat
sociosqu id, justo ipsum fringilla
lectus nam viverra risu.
Aptent wisi vestibulum mi quisque
turpis amet, morbi suspendisse
enim egestas in, nunc amet,
fermentum scelerisque.
Eu vitae diam aliquet, enim mollis
nisl in odio eros, id pretium
pellentesque ut tincidunt lobortis
arcu.
Leo varius a dui, ultricies imperdiet id
in, ipsum amet ac in egestas felis
sapien. Nunc vitae pulvinar risus
facilisi massa cras. At ultricies nulla,
commodo vel. Congue erat ac
cursus, massa quam curabitur ac
eget metus, quis in elementum eros
turpis eu, mauris massa. In volutpat,
enim tristique, neque tellus tellus
eget augue sodales maecenas. Quam
sed posuere ligula arcu, quis eget
egestas, purus elit diam cras elit
quisque, nullam ac.
Arcu nec cras sollicitudin nibh nulla
eget, maecenas dui et vel accusamus
laborum arcu, eleifend amet, lobortis
non in sed. Et ut elit dictum, eros
taciti et sed ultricies.
Nec venenatis laoreet arcu
vestibulum non quam, dui ut hac dui
ut, nullam sed fermentum. Inceptos
odio ut, volutpat viverra, ultricies
inceptos.
Creatingan
invincible
cultureis
paramount
ina
globalised
world
Developing a corporate culture that
supports your strategy is a complex task
You cannot just define your corporate culture and
then expect your organisation to live it out. Even if
you do nothing a corporate culture will grow out - but
most likely not the one you want.
Culture is an emergent property of any complex
(social) system. Therefore, the levers that are used to
change systems, may be used to change a system's
culture.
In order to develop a corporate culture that supports
your strategy you need to adjust the levers around it.
!4
Gugin - www.gugin.com - gugin@gugin.com


!5
The key levers
to work with
when adjusting
the corporate
culture.
Gugin assess each lever
separately in your organisation
in relation to the strategic
objectives and key challenges
of the organisation.
It is a quantitative and
qualitative process where we
collect existing information,
observe, interview people and
use tailored questionnaires.
The analytical process will
produce you cultural DNA,
which tells you who you really
are.
Gugin - www.gugin.com - gugin@gugin.com


Phase1:Assessment
We compare the Cultural DNA we discover
through the cultural due diligence process with
the cultural DNA you should have in order to
support your strategic objectives in the best
possible way.
We out line the gab for each component in the
cultural DNA and develop plans for how to fill
these gaps.
!6
Cultural Due
Diligence
Determine the
Gap between
the current and
desired cultural
DNA
Develop change
plans for each of
the levers
One to three Months
Implement
changes to each
lever
Assess the
effect and
influence of
behaviour and
performance
Adjust actions
on each lever
Phase2:IterativeImplementation
When we know what has do be done and we
have prioritised the tasks together with you we
will start facilitating the implementation
process.
You will be highly involved in this process
because it is a cultural change process that will
go on forever and you need to acquire the skills
to do it yourself.
Your company’s corporate culture will have to
go through a constant change like any other
culture in order for you to remain competitive,
remain attractive to customers, employees and
any other stakeholder.
Gugin will stay with you as long as needed
Gugin - www.gugin.com - gugin@gugin.com


!7
Whatarethe
mainoutcomes
ofworkingwith
Guginonthis?
This is what you get:
1. Lower operational costs
2. A winning, long-term sustainable culture
3. An organisation with lower undesired
employee turnover
4. Improved organisational effectiveness
5. Improved operational agility
6. Increased customer- and employee
satisfaction
7. A more admired company
Gugin - www.gugin.com - gugin@gugin.com


!8
Cultural due diligence:
We assess the 8 levers through quantitative and qualitative analysis
(questionnaires, observations and interviews). The Cultural due diligence
either forms a baseline or lead to a gap analysis between current and
desired state. Gugin does most of the work, but we need your availability
and support
Develop change plans
We change the corporate culture by changing the levers. Depending on
where we want the corporate culture to we suggest an carry out changes
to each lever. It is an interactive process between Gugin and your senior
management team. We will come up with a suggestion for you how to
implement the changes and in which order, but at the end of the day it is
entirely your decision.
Delivering tangible results – fast
Reducing costs or employee turnover are some of the most common
drivers for changing the corporate culture. We always work on delivering
visible and tangible results fast as they serve as a key motivator for other
changes that might take a little longer time. Changes to communication
style are often the obvious place to start together with adjusting the
motivation- and reward systems.
Thisishowwe
worktogether
withyou
Gugin - www.gugin.com - gugin@gugin.com
Andherearesomeofourclients
Gugin - www.gugin.com - gugin@gugin.com

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How Gugin can help develop a corporate culture

  • 1. 
 !1 Help you leverage from the Cultural Diversity Gugin How to maintain and develop the corporate core values in a family owned company going global. Gugin - www.gugin.com - gugin@gugin.com
  • 2. 
 Whyis Culture important? !2 Did you know that your corporate culture is the most important factor for your organisation to succeed when going through a turbulent time? Research shows that companies with a strong corporate culture easier gets through mergers, acquisitions, cost cuttings and structural changes than other companies. This presentation is about how Gugin can help you develop that strong corporate culture that makes you successful even in difficult times. Gugin - www.gugin.com - gugin@gugin.com
  • 3. 
 !3 Anyonecan copyyour productbutno onecancopy yourculture This is why you need to focus on your corporate culture The corporate culture of your company is essential for your company’s performance and ability to change. A strong corporate culture: 1. Carries the true values of your organisation. 2. Prevents your best people from leaving on a rainy day. 3. Saves you a lot of money. 4. Is a cornerstone in your branding. 5. Enables you to change your organisation without loosing momentum Gugin - www.gugin.com - gugin@gugin.com
  • 4. 
 !4 COMPANYThe leader of modern Lorem ipsum dolor sit amet, curabitur quam quia. Ipsum dapibus risus, est malesuada tellus maecenas turpis nisl, mi aliquam. Sem eu mus volutpat quis sem.Vel fusce magna ac, metus vel ornare culpa lorem egestas, et nulla urna pellentesque.Auctor tempor nec. Sem eu mus volutpat quis sem libero, eget odio wisi hendrerit hymenaeos scelerisque, venenatis aenean a volutpat volutpat nullam. Proin dictumst volutpat est vel elit metus, in a, posuere faucibus rhoncus bibendum facilisi nam, lacus nibh montes id feugiat sociosqu id, justo ipsum fringilla lectus nam viverra risu. Aptent wisi vestibulum mi quisque turpis amet, morbi suspendisse enim egestas in, nunc amet, fermentum scelerisque. Eu vitae diam aliquet, enim mollis nisl in odio eros, id pretium pellentesque ut tincidunt lobortis arcu. Leo varius a dui, ultricies imperdiet id in, ipsum amet ac in egestas felis sapien. Nunc vitae pulvinar risus facilisi massa cras. At ultricies nulla, commodo vel. Congue erat ac cursus, massa quam curabitur ac eget metus, quis in elementum eros turpis eu, mauris massa. In volutpat, enim tristique, neque tellus tellus eget augue sodales maecenas. Quam sed posuere ligula arcu, quis eget egestas, purus elit diam cras elit quisque, nullam ac. Arcu nec cras sollicitudin nibh nulla eget, maecenas dui et vel accusamus laborum arcu, eleifend amet, lobortis non in sed. Et ut elit dictum, eros taciti et sed ultricies. Nec venenatis laoreet arcu vestibulum non quam, dui ut hac dui ut, nullam sed fermentum. Inceptos odio ut, volutpat viverra, ultricies inceptos. Creatingan invincible cultureis paramount ina globalised world Developing a corporate culture that supports your strategy is a complex task You cannot just define your corporate culture and then expect your organisation to live it out. Even if you do nothing a corporate culture will grow out - but most likely not the one you want. Culture is an emergent property of any complex (social) system. Therefore, the levers that are used to change systems, may be used to change a system's culture. In order to develop a corporate culture that supports your strategy you need to adjust the levers around it. !4 Gugin - www.gugin.com - gugin@gugin.com
  • 5. 
 !5 The key levers to work with when adjusting the corporate culture. Gugin assess each lever separately in your organisation in relation to the strategic objectives and key challenges of the organisation. It is a quantitative and qualitative process where we collect existing information, observe, interview people and use tailored questionnaires. The analytical process will produce you cultural DNA, which tells you who you really are. Gugin - www.gugin.com - gugin@gugin.com
  • 6. 
 Phase1:Assessment We compare the Cultural DNA we discover through the cultural due diligence process with the cultural DNA you should have in order to support your strategic objectives in the best possible way. We out line the gab for each component in the cultural DNA and develop plans for how to fill these gaps. !6 Cultural Due Diligence Determine the Gap between the current and desired cultural DNA Develop change plans for each of the levers One to three Months Implement changes to each lever Assess the effect and influence of behaviour and performance Adjust actions on each lever Phase2:IterativeImplementation When we know what has do be done and we have prioritised the tasks together with you we will start facilitating the implementation process. You will be highly involved in this process because it is a cultural change process that will go on forever and you need to acquire the skills to do it yourself. Your company’s corporate culture will have to go through a constant change like any other culture in order for you to remain competitive, remain attractive to customers, employees and any other stakeholder. Gugin will stay with you as long as needed Gugin - www.gugin.com - gugin@gugin.com
  • 7. 
 !7 Whatarethe mainoutcomes ofworkingwith Guginonthis? This is what you get: 1. Lower operational costs 2. A winning, long-term sustainable culture 3. An organisation with lower undesired employee turnover 4. Improved organisational effectiveness 5. Improved operational agility 6. Increased customer- and employee satisfaction 7. A more admired company Gugin - www.gugin.com - gugin@gugin.com
  • 8. 
 !8 Cultural due diligence: We assess the 8 levers through quantitative and qualitative analysis (questionnaires, observations and interviews). The Cultural due diligence either forms a baseline or lead to a gap analysis between current and desired state. Gugin does most of the work, but we need your availability and support Develop change plans We change the corporate culture by changing the levers. Depending on where we want the corporate culture to we suggest an carry out changes to each lever. It is an interactive process between Gugin and your senior management team. We will come up with a suggestion for you how to implement the changes and in which order, but at the end of the day it is entirely your decision. Delivering tangible results – fast Reducing costs or employee turnover are some of the most common drivers for changing the corporate culture. We always work on delivering visible and tangible results fast as they serve as a key motivator for other changes that might take a little longer time. Changes to communication style are often the obvious place to start together with adjusting the motivation- and reward systems. Thisishowwe worktogether withyou Gugin - www.gugin.com - gugin@gugin.com