Culture company creates company culture.
What we offer
Our services uncover company culture and make you want to develop. The content is always based on your needs and our expert topics (see below). We will guide you personally, your organisation and your employees diligently to the border of your comfort zone.
We will walk with you or other leaders and specialists in your organisation as you go through important development processes and challenging situations. In doing so, you get step-by-step access to whatever expertise you need. Possible topics include:
- Develop and expand your leadership style
- Your big presentation at the annual meeting
- Communicating unpopular decisions
- CONFERENCE THEATRE. Accompany meetings and staff events
- FORUM THEATRE. Initiative in change processes
- CAMPFIRE. Strengthening culture and values
For many years, we have had the opportunity to immerse ourselves in the cultures of organisations and teams big and small. We know the pinch points and have helped shape and supported dozens of change processes. You and your organisation: you are not alone. We will share our expertise and are happy to advise you. Possible topics include:
- Involvement of the entire organisation in change process
- Staging employee events
- Creating storylines for customer or product presentations
Our keynotes are neither PowerPoint snoozefests nor stopgaps. We get our audience moving and make contact with them. We chat and connect the topics that concern your organisation with stories that nobody forgets easily.
What’s on your organisation’s mind?
We are curious, happy to listen, answer your questions, and work together to create a tailor-made solution that meets your needs.
firstname.lastname@example.org or +41 44 57 66 222
Head of anundpfirsich for Business
We know these topics inside-and-out. We have years of experience, apply them daily in our cultural work, and maybe even obsess about them a bit. But we are equally curious about what we can learn from you.
Active collaboration means trusting and being interested in the work of others. Teams that are in the process of gelling can recognise what roles are currently missing as well as any gaps in the process. Colleagues can then jump into the breach and reap real recognition.
Stories turn facts into emotionally charged images that create meaning. Good storytellers use their charm to pull us in. They convince customers and employees alike. Sharing stories together creates powerful values and informal knowledge about a team or an entire organisation.
New things emerge whenever organisations allow us to spin a crazy idea and then expand it on step-by-step as a team. Employees that embrace innovation show curiosity, are imaginative, and have the desire to experiment together. They also have learned to evaluate the results after each step and leave them behind for a moment.
World changers are not afraid of unleashing something within their colleagues, partners, and customers. Only those who venture boldly challenge the heart of the matter in their work will trigger actual movement. In those they’re working with directly, across the entire organisation, and even, sometimes unpleasantly, in themselves.
Our everyday life in organisations is characterized by conditions and restrictions. If we focus our attention on the gaps between them and have fun making use of them, creating something new becomes child’s play.
Values and genuine honesty are what make for an authentic corporate culture. Especially at the management level. This is the only way an organisation can create strong ties among its employees and with its customers. The team knows: strengths are embraced with self-confidence, while weakness and vulnerability are a natural part of everyday professional life.
Those who confidently expect to reach their destination are faster and more relaxed on the way. Strong teams recognise resources even in stressful moments where not everything is succeeding and therefore celebrate their successes all the more intentionally. Customers reward an organisation with a positive attitude in both good times and bad with their loyalty.
Creating the best products and solutions for our clients requires creative freedom and space for bold experimentation. Organisations that encourage their employees not only to think outside the box, but also to go out and make a difference, can experience real miracles. Those who can create are and remain motivated and can achieve amazing things.
Scheitern und Resilienz
Failure and Resilience
To be honest, failure is painful. Focusing on the process of recovery and learning will make it easier to take risks and create true development. Resilient organizations talk about their failures. Within the team and with their customers.
When two people look each other in the eye, a thrillingly efficient act of communication happens in just fractions of a second. The unforgettable moments with customers are when we laugh or suffer together. An atmosphere of trust makes employees feel relaxed and honest with each other.
Mindful employees have a conscious and attentive perception at all levels. Where are we now? How are my colleagues doing? How can I really help the customer? Mindfulness of one’s own behaviour and openness to the thoughts, needs, and emotions of others will tell us what’s really needed. Organisations that truly listen to their customers risk changing. And that’s a good thing.
Those who remain agile in mind and body know fewer limits. Flexible employees struggle less with stress and remain calm even in surprising situations. They do not primarily see change as a loss, but instead use the newly available resources as a means for the next step.