.svg){kind=logo}
Analyze the cultural aspects present in both companies and determine the unique contributions each of them brings.
Get a comparison of values and mindset to identify alignment and potential culture friction.
Design the strategic culture for the merger
and define the culture journey to get both to align with it.
Confidently communicate your company's brand values during the recruitment process.
Hire candidates who align best with the company's culture code, ensuring a culture fit.
Identify the values that require activation in order to align talents with teams.
Utilize your culture data to analyze the elements in your culture that support innovation and identify any potential obstacles.
Visualize the gap between your current and desired innovation cultures to identify necessary adjustments.
Align your people to the innovation culture code and activate the values each person needs.
Create a dynamic culture code that embodies your brand's values and guides your organization through tangible behaviors and principles.
Assess the alignment between employees and the envisioned brand values, examining how each individual and team aligns with the brand identity.
Personalized guidance for employees and teams to embrace brand identity, fostering unity and driving aligned behaviors.
Quantify values impacting psychological safety rather than relying on subjective evaluation.
Visually map your culture to identify values that either support or hinder psychological safety, while highlighting essential elements of openness and trust.
Enable leaders to prioritize psychological safety in the organization through a data-driven approach for practical and impactful results.
Anne Berit Rørlien, CEO at Viken Fiber
Vibeke Forgaard & Siv Skjæveland Valseth, Co-founders at Unlock Potential
Unni Hafskjold Mildon, HR leader at Studentsamskipnaden i Sørøst- Norge
