Changing organisational culture is only possible with planned and systematic changes in work with people and constant organisational learning.

Clients at first meetings usually ask how much time does it take for a corporate culture to change. The most realistic answer is “maybe never”, because large number of companies get into this complex process unprepared. Except for readiness and preparedness of  an organisation for changes, the answer also depends on what your existing culture is: dominant, participative, process or culture of task, reactive, explorative, creative and so on. If you are ready, let’s move immediately, first changes are visible relatively fast, depending on the application complexity and the  size of the organisation, full integration of a new model is happening between first and third year.

Culture is relatively stable term and it’s not easy to change it. If a new model of desirable behaviour is to be introduced or in order to modify a current model, which is even a harder task, the proactive responsibility of an individual is the foundation, and the role of a manager at all levels is crucial.

Culture changes on a visible and an invisible level. Of course, the invisible level in which values, attitudes and beliefs reside, is harder to change as thoughts, behavior and activity arise from them.

Ivana is a patron of culture of task in which real people are at the right place, they are autonomous in carrying out the task, have the authority to make decisions, take risks and, regardless of a size of the organisation, they actually cherish the entrepreneurial culture.