Explore – Results of the first module:
Identifying areas of action and obstacles to transformation

Understanding the adaptability of the involved executives and employees is essential for successfully implementing a transformation. Their ability and willingness to embrace the planned changes are key factors in determining the right strategy to achieve the transformation’s goals.

Cultural due diligence identifies the obstacles and areas of action for the planned transformation. This is because cultural due diligence reveals how a company truly functions. It identifies the core beliefs of executives and employees that either support or hinder a planned transformation. These premises shape every corporate culture and influence every transformation.

Every corporate culture is like an iceberg: you cannot see the essentials at first glance. The core beliefs that shape a company always lie beneath the surface. It is essential to identify them for a transformation.

Cultural Due Diligence provides a view of the entire iceberg of a company, including what lies beneath the water’s surface. The outcome focuses on identifying potential conflicts in the planned transformation and defining areas of action that the change management strategy should incorporate.

The figure shows key elements of Cultural Due Diligence. It usually becomes clear quickly where the transformation should begin and where it might fail. Surprising and always helpful results are often available in a short time to help achieve the transformation’s goals. Individual measures can be repeated during the transformation to reflect on progress and determine changes in changeability.