Mapping culture
Understanding internal values, (unwritten) rules of behaviour and working relationships is a precondition for delivering a tailored approach.
To map an organisational culture, Rietveld inc. uses methods and techniques from corporate anthropology, complemented by qualitative and quantitative research and/or network analysis.
The culture we define brings potential challenges or resistance to light, and so gives direction to the change strategy and to the tone of voice of the communication.
Measurable and data-driven
Investing in themes such as internal identity, collaboration, adaptability (resilience) or embracing an innovation mindset pays off, and often shows in business results.
That is why Rietveld inc. works in a data-driven way. For every change programme, we decide which measurement tools are best suited to map and track progress.
Measurement tools we use:
- Rietveld inc. Scan – qualitative and quantitative research.
- Network analysis – a data tool that maps connections, networks, information flows and key figures within an organisation.
A dynamic and integrated change process
Lasting behavioural change is only possible when the ambition for change is firmly embedded at every level of the organisation.
Rietveld inc. therefore works with management and leadership (top-down), guides operational teams (bottom-up) and helps set up improvement structures and processes.
We are in it for the long haul, because lasting behavioural change takes time. We work in manageable sprints of around 100 days, so that we can measure progress, celebrate successes and adjust course or focus where needed.
Building support and activating employees
Imposing desired behaviour does not work. That is why our programmes activate and inspire employees at every level of the organisation.
We encourage them to take ownership and help shape (partial) solutions that contribute to the ambition for change.
Once we have mapped them, we use (informal) networks to spread desired behaviour effectively: by recognising it, giving it attention, celebrating its results and creating ambassadors. Role-modelling from the top is, of course, essential, and we coach leaders on this.
Where it adds value, we work with subject-matter experts on specific themes (such as vitality or innovation) or with partners to develop additional communication applications (gamification, VR).
Integrating existing programmes
A lot tends to be going on within an organisation: current themes and their initiatives, ongoing programmes and campaigns, internal ambassadors, communications and more.
When designing a Rietveld inc. programme, we think it is important to give employees one clear picture, so that they do not lose sight of the wood for the trees.
That is why we take stock of the current themes, programmes and initiatives within the organisation and, wherever possible, integrate them into the change story and overarching communication, so that they reinforce each other.
Leadership coaching
Effective leadership that matches the needs of the organisation is essential for lasting organisational change. Our leadership coaching focuses both on strengthening individual leadership qualities and on improving collaboration within the leadership team.
Through tailored programmes, we help leaders increase their personal effectiveness and help teams achieve shared goals.
Our approach combines strategic advice with attention to organisational culture, so that leaders and teams can embrace change with confidence and resilience.
