How would you like to change your
organisational culture today?
Many leaders don't think much about culture until they have to: when a strategy fails, employees start to leave, or their company struggles to adapt to a rapidly changing reality. This is when culture enters the stage - as the culprit. From this perspective, culture is an abstract variable that hinders our strategic work. But, with an understanding of applied systemic thinking, your culture can become an incredible enabler. And it is possible to change.
How would you like to change your organisational culture today?
Many leaders don't think much about culture until they have to: when a strategy fails, employees start to leave, or their company struggles to adapt to a rapidly changing reality. This is when culture enters the stage - as the culprit. From this perspective, culture is an abstract variable that hinders our strategic work. But, with an understanding of applied systemic thinking, your culture can become an incredible enabler.
And it is possible to change.
The challenge with change
Traditional change management takes a linear approach to organisations, strategy, and culture. We want to change X, so we make a targeted intervention, and expect Y to be the outcome. For example, we create a new strategy, and forecast the outcomes we expect to see from that strategy. But in reality? Strategy implementation is the bane of many leaders' existence because it doesn't account for the systemic dynamics and inner workings of the organisation.
Traditional approach to organisational change
- Works only on the surface (what we can see)
- Assumes change is linear or has linear characteristics
- Treats elements of the organisation as discrete components
- Underestimates systemic pulls to maintain status quo
Systemic approach to organisational change
- Works below the surface and above the surface
- Embraces the circular and constant nature of change
- Acknowledges all elements of the organisation are connected
- Accounts for invisible dynamics in the organisation and the individual
The above list of differences is just a snippet. And strategy implementation is just one example where a systemic approach is helpful. Think of all the ways companies deal with change and where culture plays a central role: transitions, reorganisations, product launches, successions, rapid growth and hiring, rebranding, M&A, new leadership teams, etc.
What's the biggest change you're facing in your organisation?
The challenge with change
Traditional change management takes a linear approach to organisations, strategy, and culture. We want to change X, so we make a targeted intervention, and expect Y to be the outcome. For example, we create a new strategy, and forecast the outcomes we expect to see from that strategy. But in reality? Strategy implementation is the bane of many leaders' existence because it doesn't account for the systemic dynamics and inner workings of the organisation.
Traditional approach to organisational change
- Works only on the surface (what we can see)
- Assumes change is linear or has linear characteristics
- Treats elements of the organisation as discrete components
- Underestimates systemic pulls to maintain status quo
Systemic approach to organisational change
- Works below the surface and above the surface
- Embraces the circular and constant nature of change
- Acknowledges all elements of the organisation are connected
- Accounts for invisible dynamics in the organisation and the individual
The above list of differences is just a snippet. And strategy implementation is just one example where a systemic approach is helpful. Think of all the ways companies deal with change and where culture plays a central role: transitions, reorganisations, product launches, successions, rapid growth and hiring, rebranding, M&A, new leadership teams, etc.
What's the biggest change you're facing in your organisation?
New to systemic thinking?
Download my free introduction to a systemic approach to organisational culture, and how we can work with the dynamics that drive our culture, rather than against them.
3 ways I can help you and your organisation as a systemic consultant:
Advisory
From design to facilitation, I bring the expertise you need to turn your culture into your company's biggest advantage.
Assessment
You need data to act. I'm a global partner of Barrett Values Institute who offer some of the best culture assessment tools available.
Upskilling
Culture requires skills that most companies do not yet have. I help upskill your leaders and HR professionals to give you the edge.
New to systemic thinking?
Download my free introduction to a systemic approach to organisational culture, and how we can work with the dynamics that drive our culture, rather than against them.
3 ways I can help you and your organisation as a systemic consultant:
Advisory
From design to facilitation, I bring the expertise you need to turn your culture into your company's biggest advantage.
Assessment
You need data to act. I'm a global partner of Barrett Values Institute who offer some of the best culture assessment tools available.
Upskilling
Culture requires skills that most companies do not yet have. I help upskill your leaders and HR professionals to give you the edge.
Advisory: a systemic approach to organisational culture
Organisations are living systems with their own innate intelligence. They operate from fundamental principles, just like every other system in nature. When we as leaders do not account for those principles, or - unbeknownst to us - actively work against them, the system starts working against us. That's when you end up in struggle town, and let's be frank, you don't have time to for that. You have clients to serve and a big vision to chase. So let's get you back on track, shall we?
I offer organisational culture advisory from start to finish, incl. scoping, design, and delivery. No two organisations are the same, and you will always get a customised approach to suit your organisation, which could include:
Leadership development
Coaching and team building
Design, facilitation, and delivery of large-scale programmes
For larger assignments that require more hands on deck, I bring onboard highly qualified colleagues from my global network, to give you and your organisation the support you need.
It starts with a conversation about your challenges and potential. I invite you to schedule a call so we can discuss what you need to move forward.
Advisory
A systemic approach to organisational culture
Organisations are living systems with their own innate intelligence. They operate from fundamental principles, just like every other system in nature. When we as leaders do not account for those principles, or - unbeknownst to us - actively work against them, the system starts working against us. That's when you end up in struggle town, and let's be frank, you don't have time to for that. You have clients to serve and a big vision to chase. So let's get you back on track, shall we?
I offer organisational culture advisory from start to finish, incl. scoping, design, and delivery. No two organisations are the same, and you will always get a customised approach to suit your organisation, which could include:
Leadership development
Coaching and team building
Design, facilitation, and delivery of large-scale programmes
For larger assignments that require more hands on deck, I bring onboard highly qualified colleagues from my global network, to give you and your organisation the support you need.
It starts with a conversation about your challenges and potential. I invite you to schedule a call so we can discuss what you need to move forward.
Assessment: measuring culture through values
We all know it: Culture is notoriously tricky to measure. But there's no getting around it: data is key, and you need solid insights to determine the most impactful interventions for your organisation.
That's why I've partnered with the Barrett Values Centre. Their proprietary culture assessments cover leadership, team, and organisational culture. They are some of the best in the market, and as a global partner I am fully certified in their tools, offering you comprehensive support with your assessment.
I encourage you to read more about Barrett Values Centre and their suite of assessment tools here. And if you'd like to explore how any of these assessments can help you drive strategic culture initiatives, let's talk.
Assessment
Measuring culture through values
We all know it: Culture is notoriously tricky to measure. But there's no getting around it: data is key, and you need solid insights to determine the most impactful interventions for your organisation.
That's why I've partnered with the Barrett Values Centre. Their proprietary culture assessments cover leadership, team, and organisational culture. They are some of the best in the market, and as a global partner I am fully certified in their tools, offering you comprehensive support with your assessment.
I encourage you to read more about Barrett Values Centre and their suite of assessment tools here. And if you'd like to explore how any of these assessments can help you drive strategic culture initiatives, let's talk.
Upskilling: learn new competencies to drive culture
The responsibility for culture in an organisation lies with leadership, and often involves HR because it is people-related. But leaders and HR professionals are not necessarily equipped to lead culture; it may be a far departure from what they are really good at. We would never expect someone without an engineering background to lead an engineering project, but somehow that is often what happens with culture. Rather than leaving it up to chance and hope for the best, why not deliberately upskill you and your colleagues with the competencies needed to drive, change, and lead culture with confidence? Here are some of the ways we can partner on upskilling, whether it's for a few or many:
Keynote presentations
Workshops for teams, departments, and organisations
E-learnings
Educational programmes delivered online or in person
I can't wait to work with you. There is only one thing I love more than practising this stuff myself, and that's teaching it! (That's also why I'm working on new online courses so you can upskill on your own time - register here if you'd like to be the first to hear about them.)
Upskilling
Learn new competencies to drive culture
The responsibility for culture in an organisation lies with leadership, and often involves HR because it is people-related. But leaders and HR professionals are not necessarily equipped to lead culture; it may be a far departure from what they are really good at. We would never expect someone without an engineering background to lead an engineering project, but somehow that is often what happens with culture. Rather than leaving it up to chance and hope for the best, why not deliberately upskill you and your colleagues with the competencies needed to drive, change, and lead culture with confidence? Here are some of the ways we can partner on upskilling, whether it's for a few or for many:
Keynote presentations
Workshops for teams, departments, and organisations
E-learnings
Educational programmes delivered online or in person
I can't wait to work with you. There is only one thing I love more than practising this stuff myself, and that's teaching it! (That's also why I'm working on new online courses so you can upskill on your own time - register here if you'd like to be the first to hear about them.)
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SyStemic Consultant & coach
Line Groot Degner
Culture us often one of two things: underinvested and neglected, or a money pit of unused focus group interviews and values on lobby walls that no one pays attention to. I'm on a mission to change how we see, understand, and work with organisational culture, turning it into our greatest competitive advantage. I consult based on the universal principles of innate and systemic intelligence, so we can create healthier, more viable businesses, led by healthier, more grounded people.
SyStemic Consultant & coach
Line Groot Degner
Culture us often one of two things: underinvested and neglected, or a money pit of unused focus group interviews and values on lobby walls that no one pays attention to. I'm on a mission to change how we see, understand, and work with organisational culture, turning it into our greatest competitive advantage. I consult based on the universal principles of innate and systemic intelligence, so we can create healthier, more viable businesses, led by healthier, more grounded people.
Boyesgade 14, st. tv
1822 Frederiksberg C
Denmark
1822 Frederiksberg C
Denmark
CVR nr. DK45478165
(+45) 31388370
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