From a single culture project to a continuous development process. A structured framework that makes corporate culture visible through observable behavior — and lets you prioritize and shape it deliberately.
Companies invest in leadership, standards and change initiatives. Yet in day-to-day work, behavior often looks different from what was intended:
That is why the Culture Development System was developed — from a single culture project to a continuous development process.
A structured framework for the continuous development of corporate culture — aligned with the Shingo Model and inspired by agile ways of working. The starting point is the behavior that can actually be observed.
Make cultural potential visible through behavior.
Select relevant topics and manage them in the backlog.
Question and develop processes, routines & management systems.
Realize changes in manageable cycles.
Observe at the Gemba whether the desired behavior is developing.
Use the insights and start the next cycle.
Culture development becomes a management process.
Culture becomes concrete and observable.
Not only behavior is questioned, but also the conditions that influence it.
The most relevant potentials determine the focus.
Complex topics are broken down into verifiable development steps.
Not “Has the measure been completed?”, but: Has the desired behavior actually developed?
Lean improves systems — and every system changes results and behavior at the same time. Transformations succeed when both sides are taken into account: structures and people.
The program is aimed at leaders as well as Lean and OPEX professionals, Black Belts and Master Black Belts. Participants should already have leadership experience — and a genuine interest in cultural and organizational change.
KPIs are presented — the team barely participates.
Employees ask questions, discuss deviations and look for causes together.
Moderator qualification · meeting structure · work instruction · leadership routines · shopfloor management system.
Moderator workshop · learning videos · specific discussion questions in the work instruction.
How many people participate? Are questions being asked? Are causes discussed together?
The measure has been implemented — but has it actually changed anything? The insights flow back into the cycle.
KPIs are presented — the team barely participates.
Employees ask questions, discuss deviations and look for causes together.
Moderator qualification · meeting structure · work instruction · leadership routines · shopfloor management system.
Moderator workshop · learning videos · specific discussion questions in the work instruction.
How many people participate? Are questions being asked? Are causes discussed together?
The measure has been implemented — but has it actually changed anything? The insights flow back into the cycle.
After the 2-day workshop, you will be able to:
For practical application, you will receive:
A guide to the entire system.
Process, roles and interrelations at a glance.
Tasks and responsibilities.
Templates for reviewing behavior.
Excel template for backlog, prioritization and steering.
For direct transfer into your organization.
