Culture change
Culture change starts with taking an honest look at what is going on, making sharp choices and having the guts to really change behaviour.
What we regularly encounter.
Organisations with ambitions that are not fully realised. The solution is often sought in structures and processes, while the real difference is made in behaviour, leadership and the quality of conversation. We see, for example:
- Insufficient role model behaviour
- Little ownership
- Schijnharmonie
- Departments do not work well together
- Working hard, without desired results
Culture change in action
In which people take responsibility, hold each other accountable and show ownership together.
- For organisations in growth and development
- In mergers, reorganisations and acquisitions
- in teams
- for organisations in change
Culture change
When organisations grow, the way they work together inevitably changes with them. Sometimes it chafes, sometimes it slows down, but it always offers opportunities for development. We help SMEs, teams and organisations turn that growth into a culture that matches the ambitions of the future.
For growing organisations looking to professionalise
Growth requires new structures, clarity and a way of working that suits the next phase. We guide organisations in creating a professional, resilient and future-proof culture - without losing the soul.
In mergers, reorganisations and acquisitions
When worlds come together, often invisible cultural differences arise. These can cost energy, hinder cooperation or lead to confusion and resistance. We make those patterns visible, connect perspectives and help teams build a shared way of working, supported by everyone.
In mergers, reorganisations and acquisitions
Our approach brings movement. What we often see emerge in organisations:
- Working smarter instead of harder
- Higher returns and better customer relations
- A more pleasant, safe and positive working atmosphere
- More vital, resilient employees and teams
- More clarity, ownership and flow
By looking systemically, we break through what is not working. With practical insights and actions, we reinforce what does work. The change becomes tangible, applicable and sustainable.
Building a culture that works together
Would you like to discover what a powerful, future-proof culture can mean for your organisation? We are happy to think along with you!
- The result: from working harder to working smarter
Our approach brings movement. What we often see emerge in organisations:
- Working smarter instead of harder
- Higher returns and better customer relations
- A more pleasant, safe and positive working atmosphere
- More vital, resilient employees and teams
- More clarity, ownership and flow
- Building a culture that works together
When organisations grow, the way they work together inevitably changes with them. Sometimes it chafes, sometimes it slows down, but it always offers opportunities for development.
Would you like to discover what a powerful, future-proof culture can mean for your organisation? We are happy to think along with you!
Contact us
Frequently asked questions
Practical answers to questions we often get.
What kind of organisations work with ElevenGroup?
We work mainly with medium-sized and large organisations, often internationally, in sectors where collaboration, leadership and culture are crucial. Our clients range from commercial companies to (semi-)public organisations. What they have in common: the desire to look beyond standard solutions and achieve truly sustainable development.
What sets you apart from other training agencies?
We combine more than 20 years of leadership and team development experience with systemic work and organisational consulting. This means that we do not only look at behaviour or skills, but also at underlying patterns, dynamics and context. In addition, we always work in a custom way, paying close attention to the reality of the organisation as well as to what happens between people.
What do you mean by systemic work?
Systemic work is about making unconscious patterns and relationships within teams and organisations visible. Consider questions such as: Who takes what place? What gets excluded? By working with these, clarity, movement and relaxation often emerge quickly - without becoming woolly. We always translate insights into concrete steps in practice.
Isn't systemic work too 'soft' for business environments?
We often get this question. Our experience is exactly the opposite. Systemic work is actually very effective because it gets to the heart of the matter quickly and makes persistent issues open for discussion. We always link it to organisational goals, performance and results. Gentle in the approach, clear in the impact.
Do you work with fixed programmes or custom programmes?
We almost always work with custom solutions. Sometimes we build on existing leadership programmes or interventions, sometimes we design something new together. We match the form, pace and content to the organisation, the people and the question behind the question.
What issues can we come to you for?
Among others for:
- leadership development (individual and collective)
- team development and cooperation
- coaching of leaders and professionals
- culture and organisational change
- guidance in case of tensions, transitions or growth
Often, assignments start with an exploration in which together we clarify what is really needed.
Who do we work with during a programme?
You work with one or more experienced professionals from our network, always carefully selected for the demand and context. We strongly believe in cooperation and complementarity - also within our own team.
How do you ensure lasting impact?
We focus not on 'inspiration alone', but on change that carries through into everyday work. We do this by:
- Work on concrete issues
- giving leaders and teams ownership
- linking interventions to practice
- make room for reflection and action
Sustainable growth occurs when insight and doing come together.
What does an initial introduction look like?
An introduction is always non-binding. We listen to your question, share our initial observations and think along about possible follow-up steps. Sometimes one conversation is enough to determine the direction to take; sometimes an in-depth intake follows.
Can we start small?
Sure. Many collaborations start with a pilot, a team intervention or an individual coaching programme. From there it can grow - or not. That, too, is fine.
What languages do you work in?
We work in Dutch and English, and are used to international contexts and multicultural teams.
How do we contact you?
Via the contact page on our site or by calling or emailing us directly. We are happy to meet you in person.
To inspiration
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Do you find that leadership or team dynamics could be better for yourself or others, but don't know exactly how?
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Find out what we stand for and how we move leaders, teams and organisations.
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