Change management, culture transformation and leadership development

Change management

Successful change management plays a key role in achieving business goals. Change cannot be successful without involving people in the change process. Change also requires new ways of working and new perspectives.

We help our clients create successful changes that enable them to achieve their business goals. Together, we create a change management plan that takes into account the needs of different stakeholders and involves them in planning and implementing the change.

The elements of successful change

  • Understanding the change - We identify the difference between the current and future states, i.e. the necessary changes that need to be made for various stakeholders. We ensure that stakeholders receive a clear picture of what change means specifically for them.
  • Identifying change capabilities - We identify the appropriate change management skills and strengths of the client, which we can utilise and develop further together.
  • Change leadership - We ascertain management’s commitment to the change and support them in leading the change Stakeholder management - We understand the needs, expectations and concerns of the various stakeholder groups in such a way that we are able to proactively manage them.
  • Communication - We support the change journey of each stakeholder group through active communication, which ensures that everyone receives the right information at the right time.
  • Training and developing new ways of working - We plan and implement training that is appropriate for each stakeholder group, which ensures that everyone is prepared and ready. We also make sure that necessary support is available until the new ways of working have been established.
  • Measuring the change - We are always monitoring data related to change, e.g. readiness, adoption and success. We create a plan of action according to the data and iterate when necessary to ensure successful change.

We have a comprehensive people-centric approach to change and are equipped with tools that are appropriate for each phase of the change journey. As such, we are able to conquer any situation involving change and transformation. We create functional and effective personalised change plans for change projects of various scopes, clients and situations. We can either be responsible for your entire change project or provide support on agreed areas. We can also help our clients to build their own change management capabilities.

Culture transformation and leadership development 

Organisational culture and leadership

When we talk about organisational culture, the discussion usually revolves around what people experience at the workplace: their thoughts, beliefs, behaviours and feelings. These four themes are all interconnected and a change in one affects the others. Organisations have begun to realise that they need to actively shape their culture in order to recruit and retain the best talents. 

It is important to think about managing culture because organisational culture exists regardless of whether it is managed or not. Processes, behaviours, values and even office banter directly reflect the organisation’s culture and if this is not managed correctly, there may be adverse effects on the organisation’s reputation or employee loyalty, which in turn, may hamper the organisation’s ability to perform well. Culture should always be taken into consideration during large change projects to prevent unnecessary resistance and barriers to change.

Developing organisational culture

How do you define good organisational culture? Unfortunately, it is quite common for organisations to attempt to copy another firm’s culture and take it as its own. However, culture is something that is intrinsically unique and an existing culture cannot simply be eradicated. We have to begin by considering the characteristics and features that make up the current culture: What gets people excited and builds momentum? What is frustrating and demotivating?

After we have an understanding of the organisational culture and its specific characteristics, we can then identify which behaviours we wish to strengthen and encourage. What behaviours do we want to see from management? What behaviours and activities do we want to add and bring into our teams? When changing behaviours, it is imperative to utilise all the available resources that the organisation has to offer. Change is often most successful and sustainable when it involves people who are invested in achieving the change.

Large organisational transformation is successful when two things happen: (1) change management is effective, and (2) culture and behaviours are taken into consideration. 

The cultural transformation journey in an organisation does not happen in the snap of a finger. We offer you and your organisation our full support on this interesting journey that you are embarking on!

Contact us

Jani Sydänmaanlakka

Jani Sydänmaanlakka

Advisory, PwC Finland

Tel: +358 (0) 20 787 8785

Jussi Leinonen

Jussi Leinonen

Advisory, PwC Finland

Tel: +358 (0)20 787 7946

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