From insight to behavior.
From behavior to result.
The Culture Captains model transforms your organizational culture
In four concrete phases towards a decisive whole.
The Culture Captains model helps teams and organizations to work together more effectively and achieve sustainable behavioral change. Not a standard process, but a method that starts from your reality.
The result that sticks requires a method that goes beyond the surface. We make visible what is going on in the organizational culture – both above and below the surface – and translate that into a way of working together that works. In practice, we see that as a result, teams take ownership faster, work together better and perform stronger.
That’s how we work.
Phase 01
Start with yourself
We work with motives and talents and focus on ownership from the start. For insight and action.
Phase 02
Undercurrent above
We make team dynamics and undercurrents visible. There is real movement.
Phase 03
In practice
From insight to daily work. Structure, roles and cooperation come together.
Phase 04
Sustainable change
New habits ensure lasting results. What works is spreading within the organization.
01.
Start with yourself
insight into behavior and impact.
From intention to action.
Change starts with you. This phase is all about self-knowledge and reflection. We analyze experiences and make clear the impact of your behavior and choices on team dynamics.
We get started with your motives and talents and from the start we focus on ownership. Not only understanding, but doing: from direction to concrete behavior as a basis for sustainable change.
02.
The big picture
Success is not individual,
But from the whole team.
It is difficult to realize a lasting change on your own; After all, you are part of the system and by definition subjective. That is why we focus on the larger whole and the patterns within the organization. We create a safe environment in which what is really going on.
Through experiential learning and targeted interventions, we bring out the natural behavior of the team. Sometimes confrontational, but also fun. This behavior is our breeding ground. We then continue and we teach teams a high performing method. making:
- cooperation becomes more effective,
- Talents are better used,
- Clear agreements and KPIs are linked to behavior and results.
03.
Apply in practice
The value in your own work environment.
An approach to team development only has value if it works in daily practice. In this phase we apply the new way of working together within a current assignment that matters. We bring structure (governance) and make roles and responsibilities clear.
We connect the upstream (goals and agreements) with the undercurrent (behavior and cooperation). Our approach is concrete. You and the team members experience immediately more effective collaboration, faster switching and more results. And you discover how fun this method is!
04.
Anchor change
Make it sustainable.
New habits that stick.
Behavioral change only has value if it persists in daily practice. This phase is all about developing new habits. Through repetition, attention and time we anchor the new way of working within teams and organizations.
We consciously choose small, targeted steps instead of big changes in one go. a good example. Teams reinforce each other and take over the new way of working together.
This creates an organizational culture step by step in which people address each other, take responsibility and together achieve better results.
