!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
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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