Does everyone share the same vision?
Do we have clear, lived values? Is our workplace culture part of our corporate strategy? These are questions many companies face, and this is precisely where organisational development and change come in. Because without a strong, shared foundation, sustainable success cannot be built.
Why is this so important?
A healthy and vibrant organisational culture is more than just a "nice to have"—it's the heart of a successful company. When the culture is right, everyone is motivated and works together toward a common goal. Innovation is encouraged, change is embraced, and the company remains adaptable, agile and strong.
Approach
There is no one-size-fits-all solution – every organisation is unique. We start with the status quo of the company. In organisations with overly hierarchical structures, we start top-down; for flat structures, we work with bottom-up approaches. Change is a process that grows organically and does not happen overnight. By this, we can ensure that everyone in the organisation feels included and empowered, and becomes part of the transformation.
Credo
Intuitive Mind provides the framework and the path, empowering the organisation and its employees to follow the path and bring it to life. Real change comes from within. I accompany, challenge, and hold up a mirror. I ensure that everyone is on board by combining intuition, emotional agility, and rational analysis in my approaches. It's important to me that the path is enjoyable, meaningful, and sustainable. Change is successful when it is lived with joy and conviction.
Project Example
A culture that builds connection and resilience – project insights from the financial sector
Goal: A Culture that Connects and Sustains
This project was about more than just a few inspiring words on a poster. The organisation aimed to grow together, foster a genuine sense of unity, and develop a culture that employees could truly identify with — not only today, but well into the future. From the outset, it was clear: this wasn’t a sprint, but a journey we would shape together.
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The Approach: Structured, Participatory – and Always Practical
For culture to be truly lived, it takes more than concepts. It requires engagement, clear structures — and a great deal of sensitivity. Working closely with the organisation, we created a step-by-step framework that enabled genuine commitment and long-lasting change:
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1. Values That Come from Within
In a workshop involving all employees, we collaboratively defined key organisational values based on the existing vision — not behind closed doors, but as a lively and inclusive process. From the beginning, the values were formulated to be practical and recognisable in everyday working life.
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2. Making Culture Carriers Visible
Committed employees became value ambassadors — actively promoting the culture within their teams and contributing their own ideas for implementation.
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3. Infusing Processes with Purpose
The existing feedback and review process was adapted by HR to systematically embed the new values into the employee lifecycle — not just with a new tool, but with the right mindset.
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4. Training That Strengthens Mindset
All employees received targeted training in communication and feedback — encouraging more openness, appreciation, and clarity in day-to-day collaboration.
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5. Leadership Rooted in Responsibility and Trust
Across four modular training formats, complemented by one-to-one coaching, leaders deepened their understanding of key topics such as empowerment, psychological safety, conflict management, positive leadership, and new ways of working — and immediately applied them in practice.
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6. Encouraging Self-Leadership and Collaboration
Targeted training for all employees laid the foundation for greater autonomy and stronger teamwork.
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7. Staying on Course and Continuing to Grow
Formats such as Lunch & Learn sessions, ongoing coaching, and regular reflection inputs ensured the cultural transformation remained visible and continued to evolve.
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Intuition and emotional intelligence were fostered as integral and essential elements of the project — complemented by refined analytical thinking. This created a holistic approach with tangible impact, both on a human and strategic level.
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Outcome: A Culture That Makes a Difference — Every Day
The organisation underwent a genuine transformation: the new values are not only defined, but actively lived — evident in day-to-day interactions, feedback processes, and leadership behaviours. Leaders are now more confident in their roles, support their teams in a focused way, and create space for growth. Employees feel seen, understood, and motivated to contribute to the shared vision.
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In short: The culture has grown — and so has the organisation.
Methods
Project work
Working closely with the organisation, we design development projects with clear goals, structures, and roles. These projects enable change to be experienced in a tangible way – practical, targeted, and effective in everyday life. Close collaboration fosters genuine participation, commitment, and sustainable progress.
Workshops & Training
Interactive formats in which we work together to develop solutions that are supported by employees, as well as targeted training for managers and teams to develop and directly apply new skills.
LEGO® Serious Play®
We use LEGO bricks to dive into a new way of connecting and communicating, building creative common solutions and ideas – playfully, but with serious depth.
Organisational constellations
We visualize structures and relationships within the organisation and thus create new perspectives and approaches to solutions.
Train-the-Trainer
Managers and employees become multipliers to anchor changes in the organisation in the long term and independently.
Ambassador activations
We identify and empower internal “ambassadors” who drive cultural change and ensure sustainability.
