Transformation Cultural

Cultural Transformation

Culture is the set of shared beliefs and norms by the members of an organization. It influences their attitude and behavior and consequently, it also affects the results obtained.

Therefore, Organizational Culture can be the best ally or the worst enemy to implement business strategies.

Companies are like living organisms in which the parts are interrelated with each other. On the one hand, we have the ORGANIZATIONAL STRUCTURE, composed of elements such as the history of the company, its processes, the hierarchical organization, systematization (IT), policies, leadership styles, performance evaluation, etc.

This structure impacts the ORGANIZATIONAL CULTURE, which, as we said, includes elements such as beliefs (myths, legends, taboos) and the company's values; the norms or codes of conduct and even the unwritten rules. It also shapes institutional rites and traditions.

The environment, the culture, the organizational system influence (and in turn are influenced by) the INDIVIDUAL SYSTEM, that is, the personality, values, interests and competencies of each collaborator, such as their knowledge, skills and attitudes. . 

All of this has an external manifestation: ORGANIZATIONAL BEHAVIOR, which can be detected in the way work is executed, in the interactions between individuals and departments, in the way communication flows and decisions are made. and even in how people coordinate.


A positive cultural transformation in the Culture in our company will increase the productivity, efficiency, profitability, effectiveness and quality of our products or services.

How to achieve this change?

To achieve a cultural transformation in our organization We must focus on our business objectives and based on that, define what type of culture will help achieve them. We must understand the organization, we must be clear about how we are, what factors cause it and what we must change. Then design the desired culture taking into account the values that will guide everyone's behaviors and defining the behaviors that we are interested in promoting.

A Strategy will be designed that must be executed and sustained. To do this we will have to ask ourselves: how to implement the changes and generate the new culture? And then develop an activity plan, which must contemplate the alignment of sponsors, the dissemination of what you want to achieve, the awareness of all those involved, alignment of organizational mechanisms and training. 

It should not be forgotten that timely and open communication in both directions is an essential element in any change process.

Then, of course, we will have to evaluate the evolution: see the degree of progress, whether the behaviors we are looking for are being achieved or not, if the values are being assimilated.

Finally, it is important to emphasize that, to achieve real change, you cannot let your guard down. The actions will have to be permanent and evolutionary, always in pursuit of continuous improvement. 

Organizational culture