Seven people are chatting in a modern, well-lit office, while one person stands at a TMDS display and others sit. The atmosphere is friendly.

Renewed corporate culture – actively shaping it

Transform values into lived reality: With the Rrevival® model, you can lead your team through sustainable change and create genuine ownership. Together, we develop a clear cultural mission statement that inspires every employee.

Workshop non-binding inquiries Workshop schedule

Workshop overview

In just five phases—from needs analysis to full-day workshops and online surveys to reports and reviews—you'll shape your corporate culture systematically, practically, and measurably. Each step delivers tangible results, clear responsibilities, and lays the foundation for sustainable change.

query_stats needs analysis


2 hours on-site – workshop leader and steering group clarify goals, your current culture and participants.

live_help online survey


2–3 days – Quantitative survey: Employees evaluate current values and behavior.

diversity_3 full-day workshop


09:00–17:00 – Theoretical input, practical exercises, development of cultural personas and gap analysis.

checklist report & recommendations


2–3 weeks – evaluation, SMART action plan and concrete recommendations for action.

Troubleshoot review on site


2 hours, 2–4 months – Monitoring progress, adapting measures and consolidating cultural change.

Why organizational culture?

  • Increase agility

    A strong culture promotes quick decisions and adaptability in times of high rates of change.

  • Employee retention

    Those who experience co-determination and clear values remain motivated – fluctuation decreases, commitment increases.

  • Promote innovation

    An appreciative environment creates trust in which new ideas can grow unhindered.

The goal?

Target group

Business meeting in a modern office with five people chatting and taking notes.

Who is the workshop suitable for?

  • Management & Division Heads

    You are responsible for strategy and want to use culture as a competitive advantage.

  • HR and culture managers

    You are looking for effective tools to embed change internally.

  • Change teams & project managers

    You implement change projects and need clearly defined role models.

Workshop non-binding inquiries Results that work

Goals

Seven young women rowing on a river at sunset, surrounded by mountains.

Reach the next level with your team

Empower managers and their teams to manage change processes within their own company independently and resource-efficiently – without the need for ongoing external consulting. The method should integrate seamlessly with existing structures (vision, mission, strategy) and work in any organizational format (size, legal form, industry).

Workshop non-binding inquiries

  • Independent change management:

    Managers take responsibility for cultural change and are not dependent on external consultants.

  • Resource optimization:

    Minimal internal and external effort through lean processes and clear priorities.

  • Promote innovation:

    An appreciative environment creates trust in which new ideas can grow unhindered.

  • Seamless integration: 

    Can be integrated directly into existing business processes.

  • Market-oriented strategy: 

    Combination of sound analysis and strategic suitability for sustainable competitive advantages.

  • Common language: 

    Consistent terms and visualizations create transparency and promote internal acceptance.

  • Ability to act: 

    Instruments for describing current and desired behaviors form the basis for targeted measures.

Business people in a meeting, a woman explains something on a flipchart that shows the word 'leadership culture' while others listen and take notes.

The result

Concrete results: Persona, analysis & SMART action plan

  1. Current culture persona:

    A vivid, vivid description of your current corporate culture.

  1. Target culture persona:

    A clearly defined archetype for the desired cultural development.

  2. Gap analysis with root cause analysis:

    Identification of the largest deviations and their backgrounds.

  3. SMART Action Plan:

    Concrete measures with timelines, responsibilities and measurable success criteria to implement the change in a targeted manner.

Businesswoman presents a flipchart with the word "leadership culture" and an ascending diagram to five business participants in a modern meeting room.

Ready for real cultural change?

Sustainably anchor your organization’s values, biographies and behaviors.